Podcast appearances and mentions of ian douglas

Welcome to our book club episode on On Her Majesty's Secret Service, Ian Fleming's eleventh James Bond novel and one of the most pivotal in the series. Spybrary host Shane Whaley introduces this James Bond Book club episode from the steps of the College of Arms in London, a location that plays a significant role in the story as Bond takes on a unique undercover mission. On Her Majesty's Secret Service is the book where Bond faces his arch-nemesis Blofeld, but it's also where we see a rare, deeply emotional side to 007 as he falls in love with the enigmatic Tracy di Vicenzo. Packed with high-stakes action, breathtaking Alpine settings, and a story that forever changes the Bond mythos, it's a classic that deserves a closer look. Let's dive in Is On Her Majesty's Secret Service, Ian Fleming's best James Bond novel yet? Join our host, Shane Whaley, as we dive deep into the world of espionage literature featuring the latest updates on Ian Fleming's newest masterpiece, On Her Majesty's Secret Service. Alongside guests David Craggs, Andy Onyx, and Hildebrand Group's Ian Douglas, we explore the narrative and character developments that showcase Fleming's storytelling prowess. On Her Majesty's Secret Service Book Club Takeaways Ian Fleming's Masterpiece?: Discover how Fleming has returned to form with On Her Majesty's Secret Service. The book is praised for its emotional depth and rich character development, marking it as one of his best James Bond books. Bond's Personal Evolution: Hear our guests discuss the transformation of James Bond's character in this latest installment. Fleming adds layers to Bond, exploring his humanity and personal relationships, bringing a fresh perspective to the renowned spy. Thrilling Scenes and Cinematic Flair: From high-stakes chases and avalanche escapes to the climactic showdown at Piz Gloria, the book's vivid and cinematic qualities promise an exhilarating read that could seamlessly transition onto the big screen. M at Home and at Christmas: Hear why none of the James Bond Book Club Members fancy a Yuletide gathering at M's home. And Much More! Don't miss out on this compelling discussion and join the conversation with the Spybrary community online. Dive into the latest episode and get a front-row seat at the James Bond Book Club. In this episode, host Shane Whaley and guests David Craggs, author Andy Onyx, and Hildebrand's Ian Douglas dive deep into Ian Fleming's eleventh James Bond book On Her Majesty Secret Service (1963) as if they are in the year of publication.

Prepare to experience Ian Fleming's James Bond novels as if reading them for the first time in the year of publication as we embark on this 007 James Bond literary adventure together. Shane Whaley - Spybrary Podcast Host Are you a fan of the Ian Fleming James Bond books? If so, you won't want to miss the latest episode of the James Bond Book Club presented by Spybrary. In this episode, host Shane Whaley and guests David Craggs, Andy Onyx, Frieda Toth and Hildebrand's Ian Douglas dive deep into Ian Fleming's controversial and highly divisive novel The Spy Who Loved Me (1962) as if they are in the year of publication. This episode is also available to watch on YouTube. What do you think of The Spy Who Loved Me? Join the conversation in our world famous Spybrary community - https://www.spybrary.com/community Grab our list of the top 125 spy writers - ranked and with suggestions - https://www.spybrary.com/top125   The Spybrary Spy Podcast panel provide fascinating analysis and insight into The Spy Who Loved Me plot, characters, and writing style. You'll hear their thoughts on how Ian Fleming's latest James Bond novel compares to other James Bond novels and get a glimpse into the success of Ian Fleming's writing. Whether you're a die-hard James Bond fan or love a good book club style discussion, this episode offers a detailed and engaging look at The Spy Who Loved Me and all its elements. Tune in now to join the conversation! We discuss the artwork, the plot, the villains, the locations, the femme fatale, the allies, and the glamour. All that and much more on the latest edition of the James Bond Book Club, available on all good podcast apps and at the link in the first comment. Will you join us in 1962?  

The regional airline Rex had an ambition to break into the lucrative ‘golden triangle', the busy airline routes between Sydney, Melbourne and Brisbane. It got a handful of big jet aircraft and started to take on the established players, Qantas and Virgin. But after just three and a half years, those routes have been scrapped and the airline is in administration. So, what went wrong? Today, aviation expert Ian Douglas on Rex's downfall and whether Australia could ever support more than two major airlines. Featured: Ian Douglas, senior lecturer at UNSW Sydney's School of Aviation

How well is the Wellington City Council engaging with businesses, and has Wellington lost its way from where it was fifteen years ago?   Those were the questions for the business panel today, consisting of Village Goldsmith owner Ian Douglas. Joining him was perhaps one of Wellington's best known businesspeople; art collector and former Wellingtonian of the Year Chris Parkin.  The pair joined Nick Mills to talk through how businesses in Wellington are coping through a recession, and impending Golden Mile works in the CBD.  LISTEN ABOVESee omnystudio.com/listener for privacy information.

In perhaps a very fitting way to wrap up the Career Pathways Series, we talk to Ian Douglas about Developer Advocacy, a role that really demonstrates how software development skills can be applied in a variety of meaningful ways. Ian dives into how different this role can look from company to company, the travel, the conferences, the content, the glamor. Are Developer Advocactes the influencers of software? You decide. If you or someone you know are code curious, we encourage you to attend a Turing Try Coding Event. You can register for a Try Coding class at turing.edu/try-coding.

Are you a fan of the Ian Fleming James Bond novels? If so, you won't want to miss the latest episode of the James Bond Book Club presented by Spybrary. In this episode, host Shane Whaley and guests David Craggs, Andy Onyx and Hildebrand's Ian Douglas dive deep into Ian Fleming's Thunderball as if they are in the year of publication. They provide fascinating analysis and insight into this iconic book's plot, characters, and writing style. You'll hear their thoughts on how Ian Fleming's Thunderball compares to other James Bond novels and get a glimpse into the success of Ian Fleming's writing. Whether you're a die-hard James Bond fan or love a good book club style discussion, this episode offers a detailed and engaging look at Thunderball and all its elements. Tune in now to join the conversation! We discuss the artwork, the plot, the villains, the locations, the femme fatales, the allies, and the glamour. All that and much more on the latest edition of the James Bond Book Club, available on all good podcast apps and at the link in the first comment. Will you join us in 1961?

Meet Jean Lee! She was the nineteenth engineer at WhatsApp (that was even before it got acquired by Facebook!) and then worked at Meta as an engineering manager for six years after the acquisition. She helped set up WhatsApp's London office and also worked on diversity, equity, and inclusion. Her coding journey didn't start there - she discovered tech almost by chance after her family moved to California. She wanted to study art - but after taking art courses at her university, she realized that coding was her thing. She worked at a tiny startup competing with YouTube and a huge corporation, IBM, before she realized which company size suited her best. She became an engineering manager at Meta without ever planning to become one - but when an opportunity arose, she took it. Because how are you ever going to know what you like doing or not if you don't try things? Today, Jean is a cofounder of Exaltitude, providing resources and coaching to software engineers navigating the ever-changing tech landscape and cultivating a community where everyone can grow together.In this episode, Jean shares her best career advice. You'll also find out what it was like to work at WhatsApp during the expansion, why company culture always changes when a company is scaling up, why inclusive hiring practices are important, and what is one thing that juniors never remember they need to do.

In this episode, host Shane Whaley and guests David Craggs, Andy Onyx and Ian Douglas dive deep into Ian Fleming's For Your Eyes Only as if they are in the year of publication. They provide fascinating analysis and insight into this iconic book's plot, characters, and writing style. You'll hear their thoughts on how Ian Fleming's For Your Eyes Only compares to other James Bond novels and get a glimpse into the success of Ian Fleming's writing. Whether you're a die-hard James Bond fan or just love a good book club style discussion, this episode offers a detailed and engaging look at For Your Eyes Only and all its elements. Tune in now to join the conversation! Join us as we discuss the latest Ian Fleming James Bond book of short stories For Your Eyes Only. We discuss the artwork, the plot, the villains, the locations, the femme fatales, the allies, and the glamour. All that and much more on the latest edition of the James Bond Book Club, available on all good podcast apps and at the link in the first comment. Will you join us in 1960?

“I started playing the guitar when my parents gifted me a Gibson Les Paul for my 13th birthday, and it's been my life's passion ever since” - Ian Douglas The Soul Man musical journey is always a work in progress and is changing all the time.  Ian has appreciation for all things music and have crafted his performances to be versatile to fit his audience. He can shred it like Buckethead or Van Halen or even sing it like Sinatra but he always feels the soul in the music and does it my way. Listen to a local guitarist from Boxford and his passion for shredding on the guitar.

Ian introduces Fasting to our Live like Jesus discipleship framework.

As the nights draw in and the cosy glow of a fire gets evermore inviting, it is the perfect time to share stories. It is not surprising that ghost stories have an enduring appeal. Many stories of the canal feature them. Ghosts like the canal networks themselves create a link between our worlds and the past. Tonight we enjoy the skill of Ian Douglas' retelling of a ghostly encounter at Blisworth tunnel and why these stories are important.  Journal entry:18th November, Friday.“Stainless steel An empty room. The stark coldness of strip lighting. The white skirting board is scuffed. The head-swimming bite of the scent of Eugenol and dentistry.I look around for old copies of Giles cartoon annuals And dog-eared editions of Punch,  But there are none.Outside oak leaves shimmer Against an ocean of sky blue.”Episode Information:In this episode I read Ian Douglas' account of the ghostly encounter in Blisworth Tunnel (and his epilogue) as told in his (2021) Folk Tales from the Canal Side published by The History Press.  You can watch David Johns' (Cruising the Cut) own ‘ghostly' encounter at the tunnel here: Is this a ghostly encounter at the Blisworth tunnel?I also read a short extract from Storm Dunlop's (2021) Weather Almanac 2022 published by Harper Collins and make a reference to Allan Scott-Davies' (2010) book Shadows on the Water: The Haunted Canals and Waterways of Britain also published by The History Press. The earlier episode on the liminal nature of canals is: Ep 5 ‘Down the cut'.The soundtrack for the tunnel story was recorded cruising through Shrewley Tunnel in August 2021.General DetailsIn the intro and the outro, Saint-Saen's The Swan is performed by Karr and Bernstein (1961) and available on CC at archive.org. Two-stroke narrowboat engine recorded by 'James2nd' on the River Weaver, Cheshire. Uploaded to Freesound.org on 23rd June 2018. Creative Commons Licence. Piano and keyboard interludes composed and performed by Helen Ingram.All other audio recorded on site. ContactFor pictures of Erica and images related to the podcasts or to contact me, follow me on:Facebook at https://www.facebook.com/noswpodInstagram: https://www.instagram.com/nighttimeonstillwaters/Twitter: https://twitter.com/NoswPodMastodon: https://mastodon.world/@nosw  I would love to hear from you. You can email me at nighttimeonstillwaters@gmail.com or drop me a line by going to the nowspod website and using either the contact form or, if you prefer, record your message using the voicemail facility by clicking on the microphone icon. 

On today's episode of Business Fluent we speak with Tim & Terri, the owners and operators of the world famous Keidrowski's Bakery. Hear their advice for first-time entrepreneurs, and all the ups and downs of running your own business. To learn more about Keidrowki's Bakery, click here. Business Fluent is Lisa Hutson, Director of the Small Business Development Center at Lorain County Community College, and Anthony Gallo, President of the Lorain County Chamber of Commerce. Business Fluent is a production of Evergreen Podcasts. Our Audio Engineer is Ian Douglas, and our Producer is Noah Foutz. If you enjoyed today's episode, please subscribe to make sure you catch future episodes. Thanks for listening!

This is the sermon for Sunday, 9/25/22, by the Right Reverend Dr. Ian T. Douglas, Bishop of the Episcopal Church in Connecticut. Recorded at Trinity Episcopal Church in Southport, Connecticut, the Rev. Peggy Hodgkins, Rector.  Information about Trinity can be found at trinitysouthport.org.The Gospel for today is Luke 16:19-31:Jesus said, "There was a rich man who was dressed in purple and fine linen and who feasted sumptuously every day. And at his gate lay a poor man named Lazarus, covered with sores, who longed to satisfy his hunger with what fell from the rich man's table; even the dogs would come and lick his sores. The poor man died and was carried away by the angels to be with Abraham. The rich man also died and was buried. In Hades, where he was being tormented, he looked up and saw Abraham far away with Lazarus by his side. He called out, `Father Abraham, have mercy on me, and send Lazarus to dip the tip of his finger in water and cool my tongue; for I am in agony in these flames.' But Abraham said, `Child, remember that during your lifetime you received your good things, and Lazarus in like manner evil things; but now he is comforted here, and you are in agony. Besides all this, between you and us a great chasm has been fixed, so that those who might want to pass from here to you cannot do so, and no one can cross from there to us.' He said, `Then, father, I beg you to send him to my father's house-- for I have five brothers-- that he may warn them, so that they will not also come into this place of torment.' Abraham replied, `They have Moses and the prophets; they should listen to them.' He said, `No, father Abraham; but if someone goes to them from the dead, they will repent.' He said to him, `If they do not listen to Moses and the prophets, neither will they be convinced even if someone rises from the dead.'"

Our small groups pastor Ian explains why we love small groups and why it is so important to commit to community.

A lively conversation with Johanna Douglas and her dad, Ian Douglas about farming, food, pigs, Martha's Vineyard, etc. 

4/22/2022 - Author & writer Ian Douglas comes on to the show and talks about his collection of wrestling books that he has written.  Hear stories and the process that include Dan Severn, Bugsy McGraw, Hornswoggle, and B. Brian Blair. Learn more about your ad choices. Visit megaphone.fm/adchoices

Episode #28.5 - William "Ian" Douglas - Professional Technical Interviewee with Taylor Dorsett My guest today is Ian Douglas. He is the creator of https://techinterview.guide/, a interview for interviewing.io, former Director of Engineer and lead engineer, and former instructor for Turing which is a bootcamp based out of Colorado. Video: https://youtu.be/COkUPCITGQg Part Two - Technical: https://youtu.be/i9Tb4bAIZaI Audio only: https://ProfessionalTechnicalIntervieweewithTaylorDorsett.podbean.com/e/episode-28-william-ian-douglas Part Two - Audio Only: https://ProfessionalTechnicalIntervieweewithTaylorDorsett.podbean.com/e/episode-28-5-william-ian-douglas Guest: Ian Douglas LinkedIn: https://www.linkedin.com/in/iandouglas736/ If you enjoyed the show please subscribe, thumbs up, and share the show. Episodes released on the first four Thursdays of each month. Host: Taylor Owen Dorsett Email: dorsetttaylordev@gmail.com - Twitter: @yodorsett - LinkedIn: https://www.linkedin.com/in/taylordorsett/ - Github: https://github.com/TaylorOD - Youtube: https://www.youtube.com/c/TaylorDorsett Editor: Dustin Bays - Email: dustin.bays@baysbrass.com

This week Ian Douglas returns to our series 'Joy/Full' from earlier this year. He explores the importance of sharing wisdom as a church family in order to bring us all closer to living like Jesus.

Episode #28 - William "Ian" Douglas - Professional Technical Interviewee with Taylor Dorsett My guest today is Ian Douglas. He is the creator of https://techinterview.guide/, a interview for interviewing.io, former Director of Engineer and lead engineer, and former instructor for Turing which is a bootcamp based out of Colorado. Video: https://youtu.be/COkUPCITGQg Part Two - Technical: https://youtu.be/i9Tb4bAIZaI Audio only: https://ProfessionalTechnicalIntervieweewithTaylorDorsett.podbean.com/e/episode-28-william-ian-douglas Part Two - Audio Only: https://ProfessionalTechnicalIntervieweewithTaylorDorsett.podbean.com/e/episode-28-5-william-ian-douglas Guest: Ian Douglas LinkedIn: https://www.linkedin.com/in/iandouglas736/ If you enjoyed the show please subscribe, thumbs up, and share the show. Episodes released on the first four Thursdays of each month. Host: Taylor Owen Dorsett Email: dorsetttaylordev@gmail.com Twitter: @yodorsett LinkedIn: https://www.linkedin.com/in/taylordorsett/ Github: https://github.com/TaylorOD Youtube: https://www.youtube.com/c/TaylorDorsett Editor: Dustin Bays Email: dustin.bays@baysbrass.com Twitter/Instagram: @Bays4Bays

On today's episode of Business Fluent we speak with Anne Harrill, Owner and Founder of Oceanne Jewelry! We discuss Anne's journey from France to Northeast Ohio and how her love of the art of jewelry-making helped her to find her community here in Cleveland. Tune in to hear Anne's advice for starting small-business owners on this week's episode! To learn more about Oceanne Jewelry, click here. Business Fluent is Lisa Hutson, Director of the Small Business Development Center at Lorain County Community College, and Anthony Gallo, President of the Lorain County Chamber of Commerce. Business Fluent is a production of Evergreen Podcasts. Our Audio Engineer is Ian Douglas, and our Producer is Noah Foutz. If you enjoyed today's episode, please subscribe to make sure you catch future episodes. Thanks for listening

Youtube Version https://youtu.be/tBB4wQsvHbQ 4maryrd@gmail.com A husband and wife take an unconventional journey to healing with Stem Cell Regenerative surgery to heal major aliments in additional to revitalizing their sexual health and vitality One amazing story of love, faith and recovery Ian Douglas is a cyber security expert and Mary Douglas is a life coach a women of deep faith

On today's episode of Business Fluent we speak with Dave and Dawn Skodny, owners and founders of Air Filter Factory in Vermillion, Ohio! We talk all about the ups and downs of entrepreneurship, and how Dave and Dawn went from the brink of bankruptcy to a successful small business in Northeast Ohio. Tune in to hear all about how they navigate their marriage and their business on today's episode of Business Fluent! To learn more about Air Filter Factory, click here. Business Fluent is Lisa Hutson, Director of the Small Business Development Center at Lorain County Community College, and Anthony Gallo, President of the Lorain County Chamber of Commerce. Business Fluent is a production of Evergreen Podcasts. Our Audio Engineer is Ian Douglas, and our Producer is Noah Foutz. If you enjoyed today's episode, please subscribe to make sure you catch future episodes. Thanks for listening!

On today's episode of Business Fluent we speak with George and Greg Vlosich, co-founders of GV Artwork. We talk about their journey from printing t-shirts in their parents' basement to becoming a mainstay of the art and fashion community here in Northeast Ohio. Listen in to hear their advice for those getting started on their own entrepreneurial journey! To learn more about GV Artwork, click here. Business Fluent is Lisa Hutson, Director of the Small Business Development Center at Lorain County Community College, and Anthony Gallo, President of the Lorain County Chamber of Commerce. Business Fluent is a production of Evergreen Podcasts. Our Audio Engineer is Ian Douglas, and our Producer is Noah Foutz. If you enjoyed today's episode, please subscribe to make sure you catch future episodes. Thanks for listening!

On today's episode of Business Fluent we speak with Jevon Terance, Lorain County's premiere fashion designer, about his small-business journey. Listen in to hear all about how he got started and his latest projects! To learn more about Jevon Terance and his collection, click here. Business Fluent is Lisa Hutson, Director of the Small Business Development Center at Lorain County Community College, and Anthony Gallo, President of the Lorain County Chamber of Commerce. Business Fluent is a production of Evergreen Podcasts. Our Audio Engineer is Ian Douglas, and our Producer is Noah Foutz. If you enjoyed today's episode, please subscribe to make sure you catch future episodes. Thanks for listening!

On today's episode of Business Fluent, we talk to Michelle Tomallo from FIT Technologies about her small-business journey and her experience as a woman in tech. Tune in for her advice on getting started as an entrepreneur in Northeast Ohio! To learn more about FIT Technologies, click here. Business Fluent is Lisa Hutson, Director of the Small Business Development Center at Lorain County Community College, and Anthony Gallo, President of the Lorain County Chamber of Commerce. Business Fluent is a production of Evergreen Podcasts. Our Audio Engineer is Ian Douglas, and our Producer is Noah Foutz. If you enjoyed today's episode, please subscribe to make sure you catch future episodes. Thanks for listening!

Welcome back for Season 2 of Business Fluent! Hosts Tony Gallo and Lisa Hutson are here to share insights and inspirations from successful entrepreneurs in Northeast Ohio. On today's episode, we sit down with Greg Carlin from PlayCLE to discuss his small-business journey and to hear his expert advice for those looking to get started on a small business of their own. Check out PlayCLE at playcle.com! Business Fluent is Lisa Hutson, Director of the Small Business Development Center at Lorain County Community College, and Anthony Gallo, President of the Lorain County Chamber of Commerce. Business Fluent is a production of Evergreen Podcasts. Our Audio Engineer is Ian Douglas, and our Producer is Noah Foutz. If you enjoyed today's episode, please subscribe to make sure you catch future episodes. Thanks for listening!

A Kiwi jeweller has made a huge leap in the technique of diamond setting.It's thought to be the first major development in the field since 1886.Kiwi jeweller and founder of The Village Goldsmith Ian Douglas has been trying to figure out how to set diamonds without needing metal claws to hold them in the first place.After decades of research and development, he's perfected the floating diamond setting.Ian Douglas joined Heather du Plessis-Allan.LISTEN ABOVESee omnystudio.com/listener for privacy information.

A Kiwi jeweller has made a huge leap in the technique of diamond setting.It's thought to be the first major development in the field since 1886.Kiwi jeweller and founder of The Village Goldsmith Ian Douglas has been trying to figure out how to set diamonds without needing metal claws to hold them in the first place.After decades of research and development, he's perfected the floating diamond setting.Ian Douglas joined Heather du Plessis-Allan.LISTEN ABOVE

01:01 - Ian's Superpower: Curiosity & Life-Long Learning * Discovering Computers * Sharing Knowledge 06:27 - Streaming and Mentorship: Becoming “The Career Development Guy” * The Turing School of Software and Design (https://turing.edu/) * techinterview.guide (https://techinterview.guide/) * twitch.tv/iandouglas736 (https://www.twitch.tv/iandouglas736) 12:01 - Tech Interviews (Are Broken) * techinterview.guide (https://techinterview.guide/) * Daily Email Series (https://techinterview.guide/daily-email-series/) * Tech vs Behavior Questions 16:43 - How do I even get a first job in the tech industry? * Tech Careers = Like Choose Your Own Adventure Book * Highlight What You Have: YOU ARE * Apply Anyway 24:25 - Interview Processes Don't Align with Skills Needed * FAANG Company (https://en.wikipedia.org/wiki/Big_Tech) Influence * LeetCode-Style Interviews (https://leetcode.com/explore/interview/card/top-interview-questions-medium/) * Dynamic Programing Problems (https://medium.com/techie-delight/top-10-dynamic-programming-problems-5da486eeb360) * People Can Learn 35:06 - Fixing Tech Interviews: Overhauling the Process * Idea: “Open Source Hiring Manifesto” Initiative * Analyzing Interviewing Experiences; Collect Antipatterns * Community/Candidate Input * Company Feedback (Stop Ghosting! Build Trust!) * Language Mapping Reflections: Mandy: Peoples' tech journeys are like a Choose Your Own Adventure book. Keep acquiring skills over life-long learning. Arty: The importance of 1-on-1 genuine connections. Real change happens in the context of a relationship. Ian: Having these discussions, collaborating, and saying, “what if?” This episode was brought to you by @therubyrep (https://twitter.com/therubyrep) of DevReps, LLC (http://www.devreps.com/). To pledge your support and to join our awesome Slack community, visit patreon.com/greaterthancode (https://www.patreon.com/greaterthancode) To make a one-time donation so that we can continue to bring you more content and transcripts like this, please do so at paypal.me/devreps (https://www.paypal.me/devreps). You will also get an invitation to our Slack community this way as well. Transcript: ARTY: Hi, everyone. Welcome to Episode 260 of Greater Than Code. I am Arty Starr and I'm here with my fabulous co-host, Mandy Moore. MANDY: Thank you, Arty. And I'm here with our guest today, Ian Douglas. Ian has been in the tech industry for over 25 years and suggested we cue the Jurassic Park theme song for his introduction. Much of his career has been spent in early startups planning out architecture and helping everywhere and anywhere like a “Swiss army knife” engineer. He's currently livestreaming twice a week around the topic of tech industry interview preparation, and loves being involved in developer education. Welcome to the show, Ian. IAN: Thanks for having me. It's great to be here. MANDY: Awesome. So we like to start the show with our famous question: what is your superpower and how did you acquire it? IAN: Probably curiosity. I've always been kind of a very curious mindset of wanting to know how things work. Even as a little kid, I would tear things apart just to see how something worked. My parents would be like, “Okay, great. Put it back together.” I'm like, “I don't know how to put it back together.” So [chuckles] they would come home and I would just have stuff disassembled all over the house and yeah, we threw a lot of stuff out that way. But it was just a curiosity of how things work around me and that led into computer programming, learning how computers worked and that just made the light bulb go off in my mind as a little kid of, I get to tell this computer how to do something, it's always going to do it. And that just led of course, into the tech industry where you sign up for a career in the tech industry, you're signing up for lifelong learning and there's no shortage of trying to satiate that curiosity. I think it's just a never-ending journey, which is fantastic. ARTY: When did you first discover computers? What was that experience like for you? IAN: I was 8 years old. I think it was summer, or fall of 1982. I believe my dad came home with a Commodore 64. My dad was always kind of a gadget nut. Anything new and interesting on the market, he would find an excuse to buy and so he, brought home this Commodore 64 thinking family computer, but once he plunked it down in front of me, it sort of became mine. I didn't want to share. I grew up in Northern Canada way, way up in the Northwest territories and in the wintertime, we had two things to do. We could go play hockey, or we'd stay indoors and not freeze. So I spent a lot of time indoors when I wasn't playing hockey—played a lot of hockey as a kid. But when I was home, I was basically on this Commodore 64 all the time, playing games and learning how the computer itself worked and learning how the programming language of it worked. Thankfully, the computer was something I had never took apart. Otherwise, it would have been a pile of junk, but just spending a lot of time just learning all the ins and outs. Back then, the idea was you could load the software and then you type a run command and it would actually execute the program. But if you type a list, it would actually show you all the source code of the program as well and that raised my curiosity, like what is all this symbols and what all these words mean? In the back of the Commodore 64 book, it had several chapters about the basic programming language. So I started picking apart all these games and trying to learn how they worked and then well, what would happen if I change this instruction to that and started learning how to sort of hack my games, usually break the game completely. But trying to hack it a little bit; what if I got like an extra ship, an extra level, or what if I change the health of my character, or something along those lines? And it kind of snowballed from there, honestly. It was just this fascination of, oh, cool, I get to look at this thing. I get to change it. I get to apply it. And then of course, back in the day, you would go to a bookstore and you'd have these magazines with just pages and pages and pages of source code and you'd go home and you type it all in expecting something really cool. At the end of it, you run it and it's something bland like, oh, you just made a spreadsheet application. It's like, “Oh, I wanted a game.” Like, “Shucks.” [laughter] But as a little kid, that kind of thing wasn't very enticing, but I'm sure as an adult, it's like, oh cool, now I have a spreadsheet to track budgeting, or whatever at home. It was this whole notion of open source and just sharing knowledge and that really stuck with me, too and so, as I would try to satiate this innate curiosity in myself and learn something, I would go teach it to a friend and it's like, “Hey, hey, let me show you what I just did. I learned how to play this thing on the piano,” or “I learned how to sing this song,” or “I learned how to use a magnifying glass to cook an ant on the sidewalk.” [chuckles] Whatever I learned, I always wanted to turn around and teach it to somebody else. I would get sometimes more excitement and joy out of watching somebody else do it because I taught them than the fact that I was able to learn that and do it myself. And so, after a while it was working on the computer became kind of a, oh yeah, okay, I can work on the computer, I can do the thing. But if I could turn around and show somebody else how to do that and then watch them explore and you watch that light bulb go off over their head, then it's like, oh, they're going to go do something cool with that. Just the anticipation of how are they going to go use that knowledge, that really stuck with me my whole life. In high school doing little bits of tutoring here and there. I was a paid tutor in college. Once I got out of college and got into the workplace, again, just learning on my own and then turning around and teaching others led into running my own web development business where I was teaching some friends how to do web development because I was taking on so much work that I had to subcontract it the somebody where I wasn't going to meet deadlines and so, I subcontracted them. That meant that I got to pay my friends to help me work this business. And so, that kind of kicked off and then I started learning well, how to servers work and how does the internet work and how do I run an email server on all this stuff? So just never-ending stream of knowledge going on in the internet and then just turning around and sharing that knowledge and keeping that community side of things building up over time. MANDY: Very cool. So in your bio, it said you're streaming now so I'm guessing that's a big part of what you do today with the streaming. So what are you streaming? IAN: So let's see, back in 2014, I started getting involved in mentorship with a local code school here in Denver called The Turing School of Software and Design. It's the 7-month code program and they were looking for someone that could help just mentor students. They were teaching Ruby on Rails at the time. So I got involved with them. I was working in Ruby at SendGrid at the time where I was working, who was later acquired by Twilio. And I'm like, “Yeah, I got some extra time. I can help some people out.” I like giving back and I like the idea of tutoring and teaching. I started that mentorship and it quickly turned into hey, do any of our mentors know anything about resumes and the hiring and interviewing and things like that. And by that point, I had been the lead engineer. I had done hiring. I hired several dozen engineers at SendGrid, or helped hire several dozen people at SendGrid. And I'm like, “Yeah, I've looked at hundreds and thousands of resumes.” Like, “What can I help with?” So I quickly became the career development guy to help them out and over time, the school started developing their career development curriculum and I like to think I had a hand in developing some of that. 3 years later, they're like, “You just want a job here? Like you're helping so many students, you just want to come on staff?” And so, I joined them as an instructor, taught the backend program, had a blast, did that for almost 4 full years. And then when I left Turing in June of 2021, I thought, “Well, I still want to be able to share this knowledge,” and so, I took all these notes that I had been writing and I basically put it all onto a website called techinterview.guide. When I finished teaching, I'm like, “Well, I still miss sharing that knowledge with people,” and I thought, “How else can I get that knowledge out there in a way that is scalable and manageable by one human being?” And I thought, “Well, I'll just kind of see what other people are doing.” Fumbled around on YouTube, watched some YouTube videos, watched people doing livestreaming on LinkedIn, livestreaming on Facebook, livestreaming on YouTube and trying to think could I do that? Nah, I don't know if I could do that. A friend of mine named Jonan Scheffler, he currently works at New Relic, he does a live stream. So I was hanging out on his stream one night and it was just so much fun seeing people interact and chat and how they engage the people in the chat and answering questions for them. I'm like, “I wonder if I could do that.” The curiosity took over from there and you can imagine where that went; went way down some rabbit holes on how to set up a streaming computer. Started streaming and found out that I wasn't very good at audio routing, [chuckles] recording things, and marketing, all that kind of stuff. But I kind of fumbled my way through it and Jonan was very generous with his time to help me straighten some things out and it kind of took off from there. So I thought, “Well, now I've got a platform where I can share this career development advice having been in the industry now for 25 years. Now, I've been director of engineering. I'm currently the director of engineering learning at a company. I've got an education background now as an instructor for several years. I've been doing tons of mentoring.” I love to give back and I love to help other people learn a thing that's going to help improve their life. I think of it like a ripple effect, like I'm not going to go out and change the world, but I can change your world and that ripple effect is going to change somebody else's world and that's going to change somebody else's world. So that's how I see my part in all of this play out. I'm not looking to be the biggest name in anything. I'm just one person with a voice and I'm happy to share my ideas and my perspectives, but I'm also happy to have people on my stream that can share their ideas and perspectives as well. I think it's important to hear a lot of perspectives, especially when it comes to things like job hunt, interview prep, and how to build a resume. You're going to see so much conflicting advice out there like, “This is the way you should do it,” and someone else will be like, “No, this is the way you should do it.” Meanwhile, I'm on the sidelines going, “You can do it all of that way.” Just listen to everybody's advice and figure out how you want to build your resume and then that's your resume. It doesn't have to look like the way I want it, or the way that someone else wants it; it can look how you want it to look. This is just our advice kind of collectively. So the livestream took off from there and I've got only a couple of hundred followers, or so on Twitch, but it's been a lot of fun just engaging with chat and people are submitting questions to me all the time. So I do a lot of Q&A sessions, like ask me anything sessions and it's just been a ton of fun. ARTY: That's awesome. I love the idea of focusing on one person and how you can make a difference in that one person's life and how those differences can ripple outward. That one-on-one connection, I feel like if we try and just broadcast and forget about the individuals, it's easy for the message and stuff to just get lost in ether waves and not actually make that connection with one person. Ultimately, it's all those ones that add up to the many. IAN: Definitely. Yeah. ARTY: So can you tell us a little bit more about the Tech Interview Guide and what your philosophy is regarding tech interviews? IAN: The tech interview process in – well, I mean, just the interview process in general in the tech industry is pretty broken. It lends itself very well to people who come from position and privilege that they can afford expensive universities and have oodles and oodles of free time to go study algorithms for months and months and months to go jump through a whole bunch of hoops for companies that want four, or five, six rounds of interviews to try to determine whether you're the right fit for the company and it's super broken. There are a lot of companies out there that are trying to change things a little bit and I applaud them. It's going to be a tough journey, for sure. Trying to convince companies like hey, this is not working out well for us as candidates trying to apply for jobs. As a company, though I understand because I've been a hiring manager that you need to be able to trust the people that you're hiring. You need to trust that they can actually do the job. Unfortunately, a lot of the tech interview process does not adequately mimic what the day-to-day responsibility of that job is going to be. So the whole philosophy of me doing the Tech Interview Guide is just an education of, “Hey, here's my perspective on what you're likely to face as a technical interview. These are the different stages that you'll typically see.” I have a lot of notes on there about how to build a resume, how to build a cover letter, thoughts on building a really big resume and then how to trim it down to one page to go apply for a particular job. How to write a cover letter that's customized to the business to really position yourself as the best candidate for that role. And then some chapters that I have yet to write are going to be things like how do you negotiate once you get an offer, like what are some negotiation tips. I've shared some of them live on the stream and I've shared a growing amount of information as I learn from other people as well, then I'll turn around and I'll share that on the stream. The content that's actually on the website right now is probably 3, 4 years old, some of it at least and so, I'm constantly going back in and I'm trying to revamp that material a little bit to kind of be as modern as possible. I used to want to go a self-publish route where I actually made a book. Several of my friends have actually gone through the process of actually making a book and getting it published. I'm like, “Oh, I want to do that, too. My friends are doing that. I could do that, too,” and I got looking into it. It's like, okay, it's an expensive, really time-consuming process and by the time I get that book on a shelf somewhere, a lot of the information is going to be out of date because a lot of things in the tech industry change all the time. So I decided I would just self-publish an online book where I can just go in and I can just constantly refresh the information and people can go find whatever my current perspective is by going to the website. And then as part of the website, I also have a daily email series that people can sign up for. I'm about to split it into four mailing lists. But right now, it's a single mailing list where I'm presenting technical questions and behavioral questions that you're likely to get asked as a web developer getting into the business. But I don't spend time in the email telling you how to answer the question; what I do instead is I share from the interviewer's perspective. This is why I'm asking you this question. This is what I hope to hear. This is what's important for me to hear in your answer. Because there's so many resources out there already that are trying to tell you how to craft the perfect answer, where I'm trying to explain this is why this question is important to us in the first place. So I'm taking a little bit different perspective on how I present that information and to date I've sent out, I don't know, something like 80,000 emails over a couple of years to folks that have signed up for that, which has been really tremendous to see. I get a lot of good feedback from that. But again, that information it doesn't always age well and interview processes change. I'm actually going through the process right now in the month of November to rewrite a lot of that information, but then also break out into multiple lists and so, where right now it's kind of a combination of a little bit of technical questions, a little bit of behavioral questions, a little bit of procedural, like what is an interview and so on. Now I'm actually going to break them out into separate lists of this list is all just technical questions and this list is all just behavioral questions and this list is going to be general process and then the process of going through the interview and how to do research and so on. And then the last one is just general questions and answers and a lot of that is stemmed from the questions that people have submitted to me that I answered on the live stream. So it all kind of packages up together. MANDY: That's really cool. I'd like to get into some of the meat of the material that you're putting out here. IAN: Yeah. MANDY: So as far as what are some of the biggest questions that you get on your street? IAN: Probably the most popular question I get—because a lot of the people that come by the stream and find the daily email list are new in the industry and they're trying to find that first job. And so by far, the number one question is, how do I even get a job in the industry right now? I have no experience. I've got some amount of education, whether it's an actual CS degree, or something similar to a CS degree, or they've gone through a bootcamp of some kind. How do I even get that first job? How do I position myself? How do I differentiate myself? How do I even get a phone call from a company? That's a lot of what's broken in the industry. Everybody in the industry right now wants people with experience, or they're saying like, “Oh, this is a “entry-level role,” but you must have 3 to 4 years' experience.” It's like, well, it's not entry level if you're asking for experience; it can't be both. All they're really doing is they're calling it an entry-level role so they don't have to pay you as much. But if they want 3-, or 4-years' experience, then you should be paying somebody who has 3-, or 4-years' experience. So the people writing these job posts are off their rocker a little bit, but that's by far, the number one question I get is how do I even get that first job. Once you get that first job and you get a year, year and a half, 2 years' experience, it's much easier to get that second job, or third job. It's not like oh, I'm going to quit my job today and have a new job tomorrow. But the time to get that next job is usually much, much shorter than getting this first job. I know people that have gone months and months, or nearly a year just constantly trying to apply, getting ghosted, like not getting any contact whatsoever from companies where they're sending in resumes and trying to apply for these jobs. Again, it's just a big indication of what's really broken in our industry that I think could be improved. I think that there's a lot of room for improvement there. MANDY: So what do you tell them? What's your answer for that? How do they get their first job? How do you get your first job? IAN: That's a [chuckles] good question. And I hate to fall back on the it depends answer. It really does depend on the kind of career that you want to have. I tell people often in my coaching that the tech industry is really a choose your own adventure kind of book. Like, once you get that job a little bit better, what you want your next job to be and so, you get to choose. If you get your first job as a QA developer, or you get that first job as a technical writer, or you get that first job doing software development, or you get that first job in dev ops and then decide, you don't want to do that anymore, that's fine. You can position yourself to go get a job doing some other kind of technical job that doesn't have to be what your previous job was. Now, once you have that experience, though recruiters are going to be calling you and saying, “Hey, you had a QA role. I've also got a QA role,” and you just have to stand firm and say, “No, that's not the direction I'm taking my career anymore. I want to head in this direction. So I'm going to apply for a company where they're looking for people with that kind of direction.” It really comes down to how do you show the company what you bring to the company and how you're going to make the company better, how are you going to make the team better, what skill, experience, and background are you bringing to that job. A lot of people, when they apply for the job, they talk about what they don't have. Like, “Oh, I'm an entry level developer,” or “I only went to a bootcamp,” or “I don't know very much about some aspect of development like I don't know, test driven development,” or “I don't really understand object-oriented programming,” or “I don't know anything about Docker, but I want to apply for this job.” Well, now you're highlighting what you don't have and to get that first job, you have to highlight what you do have. So I often tell people on your resume, on your LinkedIn, don't call yourself a junior developer. Don't call yourself an entry level. Don't say you're aspiring to be. You are. You are a developer. If you have studied software development, you can write software, you're a software developer. Make that your own title and let the company figure out what level you are. So just call yourself a developer and start applying for those jobs. The other advice that I tend to give people is you don't have to feel like you meet a 100% of the requirements in any job posts. As a hiring manager, when I read those job posts often, it's like, this is my birthday wish list. I hope I can find this mythical unicorn that has all of these traits [laughter] and skills and characteristics and that person doesn't exist. In fact, if I ever got a resume where they claim to have all that stuff, I would immediately probably throw the resume in the bin because they're probably lying, because either they have all those skills and they're about to hit me up for double the salary, or they're just straight up lying that they really don't have all those skills. As a hiring manager, those are things that we have to discern over time as we're evaluating people and talking with them and so on. But I would say if you meet like 30 to 40% of those skills, you could probably still apply. The challenge then is when you get that phone call, how do you convince them that you're worth taking a shot, that you're worth them taking the risk of hiring you, helping train you up in the skills that you don't have. But on those calls, you still need to present this is what I do bring to the company. I'm bringing energy, I'm bringing passion, and I'm bringing other experience and background and perspectives on things, hopefully from – just increasing the diversity in tech, just as an example. You're coming from a background, or a walk of life that maybe we don't currently have on the team and that's great for us and great for our team because you're going to open our eyes to things that we might not have thought of. So I think apply anyway. If they're asking for a couple of years' experience and you don't have it, apply anyway. If they're asking for programming languages you don't know, apply anyway. The languages you do know, a lot of that skill is going to transfer into a new language anyway. And I think a lot of companies are really missing out on the malleability and how they can shape an entry-level developer into the kind of developer and kind of engineer that they want to have on the team. Now you use that person as an example and say, “Now we've trained them with the process that we want, with the language and the tools that we want. They know the company goals.” We've trained them. We've built them up. We've invested in them and now everybody else we hire, we're going to hold to that standard and say, “If we're going to hire from outside, this is what we want,” and if we hire someone who doesn't have that level of skill, we're going to bring them up to that skill. I think a lot of companies are missing out on that whole aspect of hiring, that is they can take a chance on somebody who's got the people skills and the collaboration skills and that background and the experiences of life and not necessarily the technical skills and just train them on the technical skills. I went on a rant on this on LinkedIn the other day, where I was saying the return on investment. If a company is spending months and months and months trying to hire somebody, that's expensive. You're paying a recruiter, you're paying engineers, you're paying managers to screen all these people, interview all these people, and you're not quite finding that 100% skill match. Well, what if you just hired somebody months ago, spend $5,000 training them on the skills they didn't have, and now you're months ahead of the game. You could have saved yourself so much money so much time. You would have had an engineer on the team now. And I think a lot of companies are kind of missing that point. Sorry, I know I get very soapbox-y on some of the stuff. ARTY: I think it's important just highlighting these dynamics and stuff that are broken in our industry and all of the hoops and challenges that come with trying to get a job. You mentioned a couple of things on the other side of one, is that the interview processes themselves don't align to what it is we actually need skill-wise day-to-day. What are the things that you think are driving the creation of interviews that don't align with the day-to-day stuff? Like what factors are bringing those things so far out of alignment? IAN: That's a great question. I would say I have my suspicions. So don't take this as gospel truth, but from my own perspective, this is what I think. The big, big tech companies out there, like the big FAANG companies, they have a very specific target in mind of the kind of engineers that they want on their team. They have studied very deep data structures and algorithms, the systems thinking and the system design, and all this stuff. Like, they've got that knowledge, they've got that background because those big companies need that level of knowledge for things like scaling to billions of users, highly performant, and resilient systems. Where the typical startup and typical small and mid-sized company, they don't typically need that. But those kinds of companies look at FAANG companies and go, “We want to be like them. Therefore, we must interview like them and we must ask the same questions that they ask.” I think this has this cascading effect where when FAANG companies do interviews in a particular way, we see that again, with this ripple effect idea and we see that ripple down in the industry. Back in the early 2000s, mid 2000s—well, I guess right around the time when Google was getting started—they were asking a lot of really oddball kinds of questions. Like how many golf balls fit in a school bus and those were their interview challenges. It's like, how do you actually go through the calculation of how many golf balls would fit in a school bus and after a while, I think by 2009, they published an article saying, “Yeah, we're going to stop asking those questions. We weren't getting good signals. Everybody's breaking down those problems the same way and it wasn't really helpful.” Well, leading up to that point, everyone else was like, “Oh, those are cool questions. We're going to ask those questions, too,” and then when Google published that paper, everyone else was like, “Yeah, those questions are dumb. We're not going to ask those questions either.” And then they started getting into what we now see as like the LeetCode, HackerRank type of technical challenges being asked within interviews. I think that there's a time and place for some of that, but I think that the types of challenges that they're asking candidates to do should still be aligned with what the company does. One criticism that I've got. For example, I was looking at a technical challenge from one particular company that they asked this one particular problem and it was using a data structure called Heap. It was, find a quantity of location points closest to a target. So you're given a list of latitude, longitude values, and you have to find the five latitude and longitude points that are closest to a target. It's like, okay and so, I'm thinking through the challenge, how would I solve that if I had to solve it? But then I got thinking that company has nothing to do with latitude and longitude. That company has nothing to do with geospatial work of any kind. Why are they even asking that problem? Like, it's so completely misaligned that anybody they interview, that's the first thing that's going to go through their mind as a candidate is like, “Why are they asking me this kind of question?” Like, “This has nothing to do with the job. It had nothing to do with the role. I don't study global positioning and things like that. I know what latitude and longitude are, but I've never done any kind of math to try to figure out what those things would be and how you would detect differences between them.” Like, I could kind of guess with simple math, but unless you've studied that stuff, it's not going to be this, “Oh yeah, sure, no problem. It's this formula, whatever.” We shouldn't have to expect that candidates coming to a business are going to have that a, formula memorized, especially when that's not what your company does. And a lot of companies are like, “Oh, we're got to interview somebody. Quick, go to LeetCode and find a problem to ask them.” All you're going to do is you're going to bias your interview process towards people that have studied those problems on LeetCode and you're not actually going to find people that can actually solve your day-to-day challenges that your company is actually facing. ARTY: And instead, you're selecting for people that are really good at things that you don't even need. [chuckles] It's like, all right! It totally skews who you end up hiring toward people that aren't even necessarily competent in the skills that they actually need day-to-day. Like you mentioned FAANG companies need these particular skills. I don't even think that for resilience, to be able to build these sort of systems, and even on super hardcore systems, it's very seldom that you end up writing algorithmic type code. Usually, most of the things that you deal with in scaling and working with other humans and stuff, it's a function of design and being able to organize things in conceptual ways that make sense so that you can deconstruct a complex, fuzzy problem into little pieces that make sense and can fit together like a jigsaw puzzle. I have a very visual geometric way of thinking, which I find actually is a core ability that makes me good at code because I can imagine it visually laid out and think about the dependencies between things as like tensors between geographically located little code bubbles, if you will. IAN: Sure. ARTY: Being able to think that way, it's fundamentally different than solving algorithm stuff. But that deconstruction capability of just problem breakdown, being able to break down problems, being able to organize things in ways that make sense, being able to communicate those concepts and come up with abstractions that are easy enough for other people on your team to understand, ideally, those are the kinds of engineers we want on the teams. Our interview processes ought to select for those day-to-day skills of things that are the common bread and butter. [chuckles] IAN: I agree. ARTY: What we need to succeed on a day-to-day basis. IAN: Yeah. We need the people skills more than we need the hard technical skills sometimes. I think if our interview process could somehow tap into that and focus more on how do you collaborate, how do you do code reviews, how do you evaluate someone else's code for quality, how do you make the tradeoff between readability and optimization—because those are typically very polarized, opposite ends of the scale—how do you function on a team, or do you prefer to go heads down and just kind of be by yourself and just tackle tasks on your own? I believe that there's a time and place for that, too and there are personality types where you prefer to go heads down and just have peace and quiet and just get your work done and there's nothing wrong with that. But I think if we can somehow tap into the collaborative process as part of the interview, I think it's going to open a lot of companies up to like, “Oh, this person's actually going to be a really great team member. They don't quite have this level of knowledge in database systems that we hope they'd have, but that's fine. We'll just send them on this one-week database training class that happens in a week, or two and now they'll be trained.” [overtalk] MANDY: Do they want to learn? IAN: Right. Do they want to learn? Are they eager to learn? Because if they don't want to learn, then that's a whole other thing, too. But again, that's something that you can screen for. Like, “Tell me what you're learning on the side, or “What kinds of concepts do you want to learn?” Or “In this role, we need you to learn this thing. Is that even of interest to you?” Of course, everyone's going to lie and say, “Yeah,” because they want the paycheck. But I think you can still narrow it down a little bit more what area of training does this person need. So we can just hire good people on the team and now our team is full of good people and collaborative, team-based folks that are willing to work together to solve problems together and then worry about the technical skills as a secondary thing. MANDY: Yeah. I firmly believe anybody can learn anything, if they want to. I mean, that's how I've gotten here. IAN: Yeah, for sure. Same with me. I'm mostly self-taught. I studied computer engineering in college, so I can tell you how all the little microchips in your computer work. I did that for the first 4 years of my career and then I threw all that out the window and I taught myself web development and taught myself how the internet works. And then every job I had, that innate curiosity in me is like, “Oh, I wonder how e-commerce works.” Well, I went and got an e-commerce job, it's like, okay, well now I wonder how education works and I got into the education sector. Now, I wonder how you know this, or that works and so, I got into financial systems and I got into whatever and it just kind of blew my mind. I was like, “Wow, this is how all these things kind of talk to each other,” and that for me was just fascinating, and then turning around and sharing that knowledge with other people. But some people are just very fixed mindset and they want to learn one thing, they want to do that thing, and that's all they know. But I think, like we kind of talked about early in the podcast, you sign up for a career in this industry and you're signing up for lifelong learning. There's no shortage to things that you can go learn, but you have to be willing to do it. MID-ROLL: Rarely does a day pass where a ransomware attack, data breach, or state sponsored espionage hits the news. It's hard to keep up with all this and also to know if you're protected. Don't worry, Kaspersky's got you covered. Each week their team looks at the latest news, stories, and topics you might have missed during the week on the Transatlantic Cable Podcast. Mixing in-depth discussion, expert guests from around the world, a pinch of humor, and all with an easy to consume style - be sure you check them out today. ARTY: What kind of things could we do to potentially influence the way hiring is done and these practices with unicorn skilled searches and just the dysfunctional aspects on the hiring side? Because you're teaching all these tech interview skills for what to expect in the system and how to navigate that and succeed, even though it's broken. But what can we do to influence the broken itself and help improve these things? IAN: That's a great question. Breaking it from the inside out is a good start. I think if we can collectively get enough people together within these, especially the bigger companies and say like, “Hey, collectively, as an industry, we need to do interviewing differently.” And then again, see that ripple effect of oh, well, the FAANG companies are doing it that way so we're going to do it that way, too. But I don't think that's going to be a fast change by any stretch. I think there are always going to be some types of roles where you do have to have a very dedicated, very deep knowledge of system internals and how to optimize things, and pure algorithmic types of thinking. I think those kinds of jobs are always going to be out there and so, there's no fully getting away from something like a LeetCode challenge style interview. But I think that for a lot of small, mid-sized, even some large-sized companies, they don't have to do interviewing that way. But I think we can all stand on our soapbox and yell and scream, “Do it differently, do it differently,” and it's not going to make any impact at all because those companies are watching other companies for how they're doing it. So I think gradually, over time, we can just start to do things differently within our own company. And I think for example, if the company that I was working at, if we completely overhauled our interview process that even if we don't hire somebody, if someone can walk away from that going, “Wow, that was a cool interview experience. I've got to tell my friends about this.” That's the experience that we want when you walk away from the company if we don't end up hiring. If we hire you, it's great. But even if we don't hire you, I want to make sure that you've still got a really cool interview experience that you enjoyed the process, that it didn't just feel like another, “Okay, well, I could have just grind on LeetCode for three months to get through that interview.” I don't ever want my interviews to feel like that. So I think as more of us come to this understanding of it's okay to do it differently and then collectively start talking about how could we do it differently—and there are companies out there that are doing it differently, by the way. I'm not saying everyone in the industry is doing all these LeetCode style interviews. There are definitely companies out there that are doing things differently and I applaud them for doing that. And I think as awful as it was to have the pandemic shut everything down to early 2020, where no hiring happened, or not a lot of hiring happened over the summer, it did give a lot of companies pause and go, “Well, hey, since we're not hiring, since we got nobody in the backlog, let's examine this whole interview process and let's see if this is really what we want as a company.” And some companies did. They took the time, they took several months and they were like, “You know what, let's burn this whole thing down and start over” as far as their interview process goes. Some of them completely reinvented what their interview process was and turned it into a really great process for candidates to go through. So even if they don't get the job, they still walk away going, “Wow, that was neat.” I think if enough of us start doing that to where candidates then can say, “You know what, I would really prefer not to go through five, or six rounds of interviews” because that's tiring and knowing that what you're kind of what you're in for, with all the LeetCode problems and panel after panel after panel. Like, nobody wants to sit through that. I think if enough candidates stand up for themselves and say, “You know what, I'm looking for a company that has an easier process. So I'm not even going to bother applying.” I think there are enough companies out there that are desperately trying to hire that if they start getting the feedback of like you know what, people don't want to interview with us because our process is lousy. They're going to change the process, but it's going to take time. Unfortunately, it's going to drag out because companies can be stubborn and candidates are also going to be stubborn and it's not going to change quickly. But I think as companies take the step to change their process and enough candidates also step up to say, “Nah, you know what, I was going to apply there,” or “Maybe I got through the first couple of rounds, but you're telling me there's like three more rounds to go through? Nah, I'm not going to bother.” Companies are now starting to see candidates ghost them and walk away from the interview process because they just don't want to be bothered. I think that's a good signal for a company to take a step back and go, “Okay, we need to change our process to make it better so the people do want to apply and enjoy that interview process as they come through.” But it's going to take a while to get there. ARTY: Makes me think about we were talking early on about open source and the power of open source. I wonder with this particular challenge, if you set up a open source hiring manifesto, perhaps of we're going to collaborate on figuring out how to make hiring better. Well, what does that mean? What is it we're aiming for? We took some time to actually clarify these are the things we ought to be aiming for with our hiring process and those are hard problems to figure out. How do we create this alignment between what it is we need to be able to do to be successful day-to-day versus what it is we're selecting for with our interview process? Those things are totally out of whack. I think we're at a point, at least in our industry, where it's generally accepted that how we do interviewing and hiring in these broken things—I think it's generally accepted that it's broken—so that perhaps it's actually a good opportunity right now to start an initiative like that, where we can start collaborating and putting our knowledge together on how we ought to go about doing things better. Even just by starting something, building a community around it, getting some companies together that are working on trying to improve their own hiring processes and learning together and willing to share their knowledge about things that are working better, such that everybody in the industry ultimately benefits from us getting better at these kinds of things. As you said, being able to have an interview process that even if you don't get the job, it's not a miserable experience for everyone involved. [chuckles] Like there's no reason for that. IAN: Yeah. MANDY: That's how we – I mean, what you just explained, Arty isn't that how we got code of conducts? Everybody's sitting down and being like, “Okay, this is broken. Conferences are broken. What are we going to all do together?” So now why don't we just do the same thing? I really like that idea of starting an open source initiative on interviewing. Like have these big FAANG companies be like, “I had a really great interview with such and such company.” Well, then it all spirals from there. I think that's super, super exciting. ARTY: Yeah. And what is it that made this experience great? You could just have people analyze their interview experiences that they did have, describe well, what are the things that made this great, that made this work and likewise, you could collect anti-patterns. Some of the things that you talked about of like, are we interviewing for geolocation skills when that actually has absolutely nothing to do with our business? We could collect these things as these funky anti-patterns of things so that people could recognize those things easier in there because it's always hard to see yourself. It's hard to see yourself swinging. IAN: An interesting idea along those lines is what if companies said like, “Hey, we want the community to help us fix our interview process. This is who we are, this is what our business does. What kinds of questions do you think we should be asking?” And I think that the community would definitely rally behind that and go, “Oh, well, you're an e-commerce platform so you should be asking people about shopping cart implementations and data security around credit cards and have the interview process be about what the company actually does.” I think that that would be an interesting thing to ask the community like, “What do you think we should be asking in these interviews?” Not that you're going to turn around and go, “Okay, that's exactly what we're going to do,” but I think it'll give a lot of companies ideas on yeah, okay, maybe we could do a take-home assignment where you build a little shopping cart and you submit that to us. We'll evaluate how you did, or what you changed, or we're going to give you some code to start with and we're going to ask you to fix a bug in it, or something like, I think that there's a bigger movement now, especially here in Canada, in the US of doing take-home assignments. But I think at the same time, there are pros and cons of doing take-home assignments versus the on-site technical challenges. But what if we gave the candidate a choice as part of that interview process, too and say, “Hey, cool. We want to interview you. Let's get through the phone screen and now that you've done the phone screen, we want to give you the option of, do you want to do a small take-home assignment and then do a couple of on-site technical challenges? Do you want to do a larger take-home and maybe fewer on-site technical challenges?” I think there's always going to be some level of “Okay, we need to see you code in front of us to really make sure that you're the one that wrote that code.” I got burned on that back in 2012 where I thought somebody wrote some code and they didn't. They had a friend write it as their take-home assignment and so, I brought them in for the interview and I'm like, “Cool, I want you to fix this bug,” and they had no idea what to do. They hadn't even looked at the code that their friend wrote for them it's like, why would you do that? So I think that there's always going to be some amount of risk and trust that needs to take place between the candidates and the companies. But then on the flip side of that, if it doesn't work out, I really wish companies would be better about giving feedback to people instead of just ghosting them, or like, “Oh, you didn't and pass that round. So we're just not even going to call you back and tell you no. We're just not ever just going to call.” The whole ghosting thing is, by far, the number one complaint in the tech industry right now is like, “I applied and I didn't even get a thanks for your resume. I got nothing,” or maybe you get some automated reply going, “We'll keep you in mind if you're a match for something.” But again, those apple looking at tracking systems are biased because the developers building them and the people reading the resumes are going to have their own inherent bias in the search terms and the things that they're looking for and so on. So there's bias all over the place that's going to be really hard to get rid of. But I think if companies were to take a first step and say like, “Okay, we're going to talk to the community about what they would like to see the interview process be,” and start having more of those conversations. And then I think as we see companies step up and make those changes, those are going to be the kinds of companies where people are going to rally behind them and go, “I really want to work there because that interview process is pretty cool.” And that means the company is – well, it doesn't guarantee the company's going to be cool, but it shows that they care about the people that are going to work there. If people know that the company is going to care about you as an employee, you're far more likely to want to work there. You're far more likely to be loyal and stay there for a long term as opposed to like oh, I just need to collect a paycheck for a year to get a little bit of experience and then job hop and go get a better title, better pay. So I think it can come down to company loyalty and stuff, too. MANDY: Yeah. Word of mouth travels fast in this industry. IAN: Absolutely. MANDY: And to bring up the code of conduct thing and now people are saying, “If straight up this conference doesn't have a code of conduct, I'm not going.” IAN: Yeah. I agree. It'll be interesting to see how something like this tech interview overhaul open source idea could pick up momentum and what kinds of companies would get behind it and go, “Hey, we think our interview process is pretty good already, but we're still going to be a part of this and watch other companies step up to.” When I talked earlier about that ripple effect where Google, for example, stopped asking how many golf balls fit in a school bus kind of thing and everyone else is like, “Yeah, those questions are dumb.” We actually saw this summer, Facebook and Amazon publicly say, “We're no longer going to ask dynamic programming problems in our interviews.” It's going to be interesting to see how long that takes to ripple out into the industry and go, “Yeah, we're not going to ask DP problems either,” because again, people want to be those big companies. They want to be billion- and trillion-dollar companies, too and so, they think they have to do everything the same way and that's not always the case. But there's also something broken in the system, too with hiring. It's not just the interview process itself, but it's also just the lack of training. I've been guilty of this myself, where I've got an interview with somebody and I've got back-to-back meetings. So I just pull someone on my team and be like, “Hey, Arty, can you come interview this person?” And you're like, “I've never interviewed before. I guess, I'll go to LeetCode and find a problem to give them.” You're walking in there just as nervous as the candidate is and you're just throwing some technical challenge at them, or you're giving them the technical challenge that you've done most recently, because you know the answer to it and you're like, “Okay, well, I guess they did all right on it. They passed,” or “I think they didn't do well.” But then companies aren't giving that feedback to people either. There's this thinking in the industry of oh, if we give them feedback, they're going to sue us and they're going to say it's discriminatory and they're going to sue us. Aline Lerner from interviewing.io did some research with her team and literally nobody in recent memory has been sued for giving feedback to candidates. If anything, I think that it would build trust between companies and the candidates to say, “Hey, this is what you did. Well, this is what we thought you did okay on. We weren't happy with the performance of the code that you wrote so we're not moving forward,” and now you know exactly what to go improve. I was talking to somebody who was interviewing at Amazon lately and they said, “Yeah, the recruiter at Amazon said that I would go through all these steps,” and they had like five, or six interviews, or something to go through. And they're like, “Yeah, and they told me at the end of it, we're not going to give you any feedback, but we will give you a yes, or no.” It's like so if I get a no, I don't even find out what I didn't do well. I don't know anything about how to improve to want to go apply there in the future. You're just going to tell me no and not tell me why? Why would I want to reapply there in the future if you're not going to tell me how I'm going to get better? I'm just going to do the same thing again and again. I'm going to be that little toy that just bangs into the wall and doesn't learn to steer away from the wall and go in a different direction. If you're not going to give me any feedback, I'm just going to keep banging my head against this wall of trying to apply for a job and you're not telling me why I'm not getting it. It's not helpful to the candidate and that's not helpful to the industry either. It starts affecting mental health and it starts affecting other things and I think it erodes a lot of trust between companies and candidates as well. ARTY: Yeah. The experience of just going through trying to get a job and going through the rejection, it's an emotional experience, an emotionally challenging experience. Of all things that affect our feels a lot, it's like that feeling of social rejection. So being able to have just healthier relationships and figuring out how to see another person as a human, help figure out how you can help guide and support them continuing on their journey so that the experience of the interview doesn't hurt so much even when the relationship doesn't work out, if we could get better at those kinds of things. There's all these things that if we got better at, it would help everybody. IAN: I agree. ARTY: And I think that's why a open source initiative kind of thing maybe make sense because this is one of those areas that if we got better at this as an industry, it would help everybody. It's worth putting time in to learn and figure out how we can do better and if we all get better at it and stuff, there's just so many benefits and stuff from getting better at doing this. Another thing I was thinking about. You were mentioning the language thing of how easy it is to map skills that we learned from one language over to another language, such that even if you don't know the language that they're coding in at a particular job, you should apply anyway. [chuckles] I wonder if we had some data around how long it takes somebody to ramp up on a new language when they already know similar-ish languages. If we had data points on those sort of things that we're like, “Okay, well, how long did it actually take you?” Because of the absence of that information, people just assume well, the only way we can move forward is if we have the unicorn skills. Maybe if it became common knowledge, that it really only takes say, a couple months to become relatively proficient so that you can be productive on the team in another language that you've never worked in before. Maybe if that was a common knowledge thing, that people wouldn't worry about it so much, that you wouldn't see these unicorn recruiting efforts and stuff. People would be more inclined to look for more multipurpose general software engineering kinds of skills that map to whatever language that you're are doing. That people will feel more comfortable applying to jobs and going, “Oh, cool. I get the opportunity to learn a new language! So I know that I may be struggling a bit for a couple months with this, but I know I'll get it and then I can feel confident knowing that it's okay to learn my way through those things.” I feel if maybe we just started collecting some data points around ramp up time on those kind of things, put a database together to collect people's experiences around certain kind of things, that maybe those kinds of things would help everyone to just make better decisions that weren't so goofy and out of alignment with reality. IAN: Yeah, and there are lots of cheat sheets out there like, I'm trying to remember the name of it. I used to have it bookmarked. But you could literally pull up two programming languages side by side in the same browser window and see oh, if this is how you do it in JavaScript, this is how you do it on Python, or if this is how you write this code in C++, here's how you do it in Java. It gives you a one-to-one correlation for dozens, or hundreds of different kinds of blocks of code. That's really all you need to get started and like you said, it will take time to come proficient to where you don't have to have that thing up on your screen all the time. But at the same time, I think the company could invest and say, “You know what, take a week and just pour everything you've got into learning C Sharp because that's the skill we want you to have for this job.” It's like, okay, if you are telling me you trust me and you're making me the job offer and you're going to pay me this salary and I get to work in tech, but I don't happen to have that skill, but you're willing to me in that skill, why would I not take that job? You're going to help me learn and grow. You're offering me that job with a salary. Those are all great signals to send. Again, I think that a lot of companies are missing out and they're like, “No, we're not going to hire that person. We're just going to hold out until we find the next person that's a little bit better.” I think that that's where some things really drop off in the process, for sure is companies hold out too long and next thing they know, months have gone by and they've wasted tons of money when they could have just hired somebody a long time ago and just trained them. I think the idea of an open source collective on something like this is pretty interesting. At the same time, it would be a little subjective on “how quickly could someone ramp up on a, or onboard on a particular technology.” Because everybody has different learning styles and unless you're finding somebody to curate – like if you're a Ruby programmer and you're trying to learn Python, this is the de facto resource that you need to look at. I think it could be a little bit subjective, but I think that there's still some opportunity there to get community input on what should the interview process be? How long should it really be? How many rounds of interviews should there be from, both the candidates experience as well as the company experience and say, as a business, this is why we have you doing these kinds of things. That's really what I've been to teach as part of the Tech Interview Guide and the daily email series is from my perspective in the business, this is why. This is why I have you do a certain number of rounds, or this is why I give you this kind of technical challenge, or this is why I'm asking you this kind of question. Because I'm trying to find these signals about you that tell me that you're someone that I can trust to bring on my team. It's a tough system when not many people are willing to talk about it because I think a lot of people are worried that others are going to try to game the system and go, “Oh, well, now that I know everything about your interview process, I know how to cheat my way through it and now you're going to give me that job and I really don't know what I'm doing.” But I think that at the same time, companies can also have the higher, slow fire, fast mentality of like, “All right, you're not cutting it.” Like you're out right away and just rehire for that position. Again, if you're willing to trust and willing to extend that offer to begin with. If it doesn't work out, it doesn't work out. It's a business decision; it's not a personal thing. But it's still devastating to the person when they don't get the job, or if they get fired right away because they're not pulling their weight, but if they're cheating their way through it, then they get what they deserve to. MANDY: Awesome. Well, I think that's a great place to put a pin in this discussion. It is definitely not a great place to end it. I think we should head over to our reflection segment. For me, there were so many things I wrote down. I loved that you said that people's tech journey is like a choose your own adventure. You can learn one thing and then find yourself over here and then the next thing you know, you find yourself over here. But you've picked up all these skills along the way and that's the most important thing is that as you go along this journey, you keep acquiring these skills that ultimately will make you the best programmer that you can be. Also, I really like that you also said something about it being a lifelong learning. Tech is lifelong learning and not just the technical skills. It's the people skills. It's the behavioral skills. Those are the important skills. Those skills are what ultimately it comes down to being in this industry is, do you have the desire to learn? Do you have the desire to grow? I think that should be one of the most important things that companies are aware of when they are talking to candidates that it's not about can this person do a Fibonacci sequence. It's can they learn, are they a capable person? Are they going to show up? Are they going to be a good person to have in the office? Are they going to be a light? Are they going to be supportive? Are they going to be caring? That's the ultimate. That right there for me is the ultimate and thank you for all that insight. ARTY: Well, I really, really loved your story, Ian at the very beginning of just curiosity and how you started your journey, getting into programming and then ended up finding ways to give back and getting really excited about seeing people's light bulbs go off and how much joy you got from those experiences, connecting with another individual and making that happen. I know we've gotten on this long tangent of pretty abstract, big topics of just like, here's the brokenness in the industry and what are some strategies that we can solve these large-scale problems. But I think you said some really important things back of just the importance of these one-on-one connections and the real change happens in the context of a relationship. Although, we're thinking about these big things. To actually make those changes, to actually make that difference, it happens in our local context. It happens in our companies. It happens with the people that we interact with on a one-on-one basis and have a genuine relationship with. If we want to create change, it happens with those little ripples. It happens with affecting that one relationship and that person going and having their own ripple effects. We all have the power to influence these things through the relationships with the individuals around us. IAN: I think my big takeaway here is we have been chatting for an hour and just how easy it is to have conversation about hey, what if we did this? How quickly it can just turn into hey, as a community, what if? And just the willingness of people being in the community, wanting to make the community better,

Wellington Mornings Business Panel: Jewellery designer and Village Goldsmith owner Ian Douglas and Tommy's real estate sales director Nicki Cruickshank on an AUT survey that shows more workers are thinking about leaving their jobs, the loss of car parks due to Let's Get Wellington Moving, how businesses can get vaccination rates up, and a look ahead to the rest of the year.

On this week's Career Therapy Podcast (e.67), we welcome W. Ian Douglas. Ian is a tech educator at Stream, career coach, interview consultant, Gen X Dork, 3D printing enthusiast, and all-around nerd. Today, we talk about where common interview advice goes wrong, what you can do to build confidence in a professional context, and the role of trust in landing a job you love.Support this show http://supporter.acast.com/careertherapy. See acast.com/privacy for privacy and opt-out information.

One of our North Site pastors, Ian Douglas, talks to us about how Jesus brings change. He looks at the miraculous events in Luke 24 on the road to Emmaus.

Skip the Queue is brought to you by Rubber Cheese, a digital agency that builds remarkable systems and websites for attractions that helps them increase their visitor numbers. Your host is  Kelly Molson, MD of Rubber Cheese.Download our free ebook The Ultimate Guide to Doubling Your Visitor NumbersIf you like what you hear, you can subscribe on iTunes, Spotify, and all the usual channels by searching Skip the Queue or visit our website rubbercheese.com/podcastIf you've enjoyed this podcast, please leave us a five star review, it really helps others find us. And remember to follow us on Twitter for your chance to win the books that have been mentioned in this episode.Competition ends August  27th 2021. The winner will be contacted via Twitter. Show references:Michelle Emerson is a senior leader in development and marketing in the UK visitor attractions and museums sector. Currently Director of Marketing and Development at Eureka! The National Children's Museum, working with a fabulous team of visitor attraction, audience development, commercial operations and marketing professionals!https://www.linkedin.com/in/emersonmichelle/https://www.eureka.org.uk/eureka-at-home/https://www.eurekamersey.org.uk/ Transcription:Kelly Molson: Welcome to Skip the Queue, a podcast for people working in or working with visitor attractions. I'm your host, Kelly Molson. Each episode, I speak with industry experts from the attractions world. In today's episode, I speak with Michelle Emerson, Marketing and Development Director of Eureka! The National Children's Museum. We discussed their really exciting plans for Eureka! Mersey, and how they're co-creating a brand new science and discovery centre that's going to be based in Wirral. If you like what you hear, you can subscribe on all the usual channels by searching Skip the Queue.Kelly Molson: Michelle, it's so lovely to finally get you on the podcast. I think I've been trying for about a year. So thank you for coming on. I really appreciate it. As ever, I'm going to start off with my icebreaker question. What would your dream house be like? And where would it be located?Michelle Emerson: I know this because I've already got the field in mind. It's about 200 meters down the road from where I currently live. And lockdown has enabled me to play on a lovely free app called Floorplanner. So I actually designed it. I know exactly where it's going to be located in the field just down the road. I just need to persuade the farmer to sell me the field.Kelly Molson: Oh, I love this.Michelle Emerson: And then I need to raise the money to build the house. But it's a very rural, very low-key single-story, cedar roof, off-grid sustainable house in the countryside with a separate garage and art studio for my husband, and a gym room and games room for my son. And then I get the rest of the house.Kelly Molson: Oh, that sounds absolutely idyllic. And raising the funds and getting the field, that's just minor technicalities. Right? You already know what it's going to look like. That's the most important thing.Michelle Emerson: And every time I take the dog on a walk through that field, it's already there in my mind. I can see it. It's already there. I just need to seem to put it into action.Kelly Molson: How perfect. We love Grand Designs here. We do watch that quite frequently. Are you going to be comfortable living in a caravan while this will happens?Michelle Emerson: Absolutely. We have a camper van called Woody that we've had for a number of years. All three of us. My son is 11 now. So he's getting a little bit big, but all three of us, plus a Labrador dog, can quite happily co-exist in that space for probably up to about nine months, nine or 10 months.Kelly Molson: Michelle, I feel like you're living my dream. I feel like we're quite aligned there. I would be all right in a caravan.Michelle Emerson: What's the worst that can happen?Kelly Molson: I've got two dogs. To be honest, there's a lot of bad stuff that could go down in a caravan with those two. So who knows. Right. Would you rather be covered in fur or covered in scales?Michelle Emerson: Oh, my word. I think I'm going to say scales.Kelly Molson: Ooh. Oh, I wasn't expecting that.Michelle Emerson: Well, I don't really know why. I think because that means I could be a swimmer. So I would be an animal that could swim, but also be on land. Don't like being too hot.Kelly Molson: Yeah. It'd be really hot with a big old fur on you, would you?Michelle Emerson: Yeah. Yes. I think I'm a scaling person.Kelly Molson: Okay.Michelle Emerson: Sounds good.Kelly Molson: All right. Yeah, it does, doesn't it when you think about it? But then the benefits of the scales, like swimming, would be good. I'm a swimmer. Yeah, but I was thinking furry because I'm a little bit furry already. So I was like, well, it wouldn't be that much difference.Kelly Molson: Okay. Next one. If you can have an unlimited supply of one thing for the rest of your life, what would it be?Michelle Emerson: Friends-Kelly Molson: Oh, that's nice.Michelle Emerson: ... an unlimited supply of good friends.Kelly Molson: That is lovely. Oh, that's made me go a bit warm and fuzzy. Because I was thinking, sushi.Michelle Emerson: Yeah.Kelly Molson: Friends is a good one. Okay. All right. Now, this is the bit that we do with all of our guests. So I hope you have prepared this one. What's your unpopular opinion, Michelle?Michelle Emerson: Oh, you know this one, Kelly.Kelly Molson: I do. And I've seen photographic evidence as well.Michelle Emerson: Crocs and socks. Crocs and socks. And I've worked at home 12 months now, and my feet have not been in anything other than Crocs, walking boots, and Wellie boots, or bare feet. So the idea of putting office shoes back on is terrifying. I just don't think it's going to happen. And if my boss was to allow me to wear socks and Crocs to work, I would be very happy.Kelly Molson: See, this is my question. Is socks and Crocs in public or just in your house? Because I think if it's in your house or your back garden, that's okay.Michelle Emerson: It's already in my house and back garden. And it should be in public. It should be an acceptable thing. And I know that's a very unpopular opinion because I've been told by many people that should not be allowed to happen. But if we've learned anything from lockdown, can it be that we can just be a little bit more comfortable?Kelly Molson: Okay. I'll accept comfort, but I can't accept the socks and Crocs in public. I just can't, Michelle. And, listeners, tell me how you feel about this because I've seen this. Michelle has sent me a picture of her wearing these socks and Crocs, and I'm not going to lie. They need to stay in your house, Michelle.Michelle Emerson: Well, even though the socks have cat pictures on them?Kelly Molson: The socks were glorious. It was just the combo of them and the Crocs. That's all I'm saying.Kelly Molson: All right. Thank you for answering those questions. So just as a caveat, Michelle and I know each other. We've worked together for a number of years. But for our listeners, I'd love to know a little bit about your background, Michelle. So how did you get to where you are now?Michelle Emerson: So this is quite a long and convoluted journey to Eureka! I never anticipated being in a visitor attraction sector or tourism or anything like that. I did my degree in political geography, and I had a desire at that stage in my life to be working in one of the large international humanitarian organisations. I wanted to be in Africa, in Asia, somewhere on the ground, digging wells, doing humanitarian work, working with people somewhere where it was needed.Michelle Emerson: And straight after graduating from university in 1991, I went and lived in Ukraine for 12 months. And at that time, Ukraine was newly independent from the Soviet Union. It didn't have a currency. It was rations. And it was a fantastic experience. And in hindsight, one which I wish I'd done when I was slightly older and more able to appreciate, probably, but I lived with a local family, slept on their sofa for 12 months. And I taught English in the local school, secondary school, with no teaching experience whatsoever. But it was a brilliant experience.Michelle Emerson: And in fact, two years ago, my family and I went back to stay with the same family 25 years later.Kelly Molson: Oh, how lovely.Michelle Emerson: Yeah. And we did a lot of the same things. We went to look around the school. Absolutely brilliant timing in that Grandma and Granddad who lived in the house, it was a three-generational house, we're both still alive when we went back, and have both since passed away. So we did get to see both of them as well. So 25 years on.Michelle Emerson: So I did that. And then I came back to Sheffield where I did my high schooling works for the University of Sheffield in an environmental consultancy role. And then only a few years later decided that I would be moving to Australia.Michelle Emerson: So then I lived in Australia for eight years, and I worked for a small charity that was looking after deaf children. It was called the Shepherd Centre. And it was the charity that enabled children who were born profoundly deaf to develop language rather than using sign language. It's quite experimental, quite new at the time. It's very commonplace now. But I worked for them in a business development capacity. And one of the sponsors that we got on board at that organisation was Microsoft. And eventually, I moved over, and I went to work for Microsoft in Australia, reporting into a regional head office in Singapore, managing what was called Microsoft Authorized Refurbisher Program at the time, which was about getting old computers, PCs, and hardware back from the big corporations, refurbishing them, re-licensing them, and sending them to schools and charities and so on.Michelle Emerson: So I did that for a number of years, and then long story short decided I wasn't going to end up living in Australia forever. So I'd been there for about eight years at this point, packed up my stuff, put my backpack on, went and travelled around Southeast Asia for a year. During which time I decided I would make the decision as to whether I was going back to Australia or [inaudible 00:09:11]. And made that decision and arrived back in the UK back to Sheffield. And then started working for the National Association for Voluntary and Community Action, a membership organisation called NAVCA. Did that for five years. And again, a business development role. And then the opportunity came up at Eureka! The marketing director role there. And I went for it, and the rest, as they say, is history. I've been there 10 years now.Kelly Molson: Ten years. So Eureka!, for me, is it's such a magic place. I know. Whenever I talk about Eureka!, I have a really huge smile on my face because there is just something magic about it. When you get there, the air just feels like it's filled with excitement. It's such a special place. What I always find is, when I say we work with Eureka! The National Children's Museum, it's amazing. It's hard to describe what Eureka! is because you've got a museum in the title. There's that assumption that it's, "Oh, well, is it like the Bethnal Green Children's Museum?"Kelly Molson: And it's like, "Well, no. Actually, it's all about play. You can touch everything, and it's incredible. They've got this massive nose, and you can shove your head up there. And there's bogeys up there." And it's great, but it's a hard concept to describe. How do you do that? Share with our listeners how you describe what Eureka! is.Michelle Emerson: So the concept of a children's museum is a North American concept. And if you go to North America, you will find a children's museum in pretty much every town and city there. They are a very established part of community life. And that's where the term museum comes from. That's the term that they use. Our model is based on that. And therefore, that historically is the term that we have used as well. But a children's museum is not a collections-based museum. There is nothing historical in the museum, as people might traditionally expect. It is a visitor attraction for children aged naught to 11, and their parents.Michelle Emerson: We are all about family learning, family engagement, having fun together as a family with your siblings or your parents or grandparents, and developing a lifelong love of learning and visiting cultural attractions. And developing that pathway to further opportunities in more traditional cultural attractions, perhaps as they get older. Or developing a confidence in being in spaces and learning about things that they enjoy. And that is done through the medium of play.Michelle Emerson: At Eureka! there are galleries, but each gallery is very much based around something that's very familiar to children. So our biggest gallery is called All About Me. And as most parents out there will know, children in any age up to 11 are absolutely fascinated by themselves. It's the thing that is most familiar to them. They want to understand. And they're fascinated by sick and poo and bogeys, and all of those things.Kelly Molson: As am I still, clearly.Michelle Emerson: As are a lot of adults. I can tell you, we get a lot of fun there in Eureka!. And so putting them in a space where they can play with exhibits and with interactives that explain some of these things in a very playful, engaging way, just gives them a little bit of an insight into themselves, how they interact with the world around them, how the world impacts on them and their decision-making and so on. So it's all very playful. It's all fun. You won't find any curriculum-based learning. It's all learning by self.Michelle Emerson: And a lot of people will come to Eureka! two or three times a year as the kids get older, and find something new each time as their understanding of the world changes with their age and what they're engaging with at school. So there's something for everyone, pretty much, from babies through to 11 years old.Kelly Molson: Through to 43-year-old adults. I'm not going to lie. It was a while ago that I first visited. It's probably about four or five years ago. But I can remember Paul and I coming up and being a little bit let loose. Have a look around, and see what you feel about it. And I just thought this is great. Because we were trying out all of the things. We were doing what was the longest jump. And I can remember putting my shoes into the world's biggest shoes, and just doing all of those things. Like I say, it's just such an engaging and a magic place. And it just feels like a really special place to be. So I can imagine working there every day is a really great feeling, with the people that you're surrounded with as well.Michelle Emerson: Yeah. Yeah. It's a very fun place to work, even behind the scenes. You don't create experiences like that for other people without having fun with it yourself.Kelly Molson: No. Not at all. And I know you all are a very fun bunch. I want to ask. So there's loads of stuff that I want to talk about for feature. So you've got some really exciting plans coming up, and I want to focus on that. But we can't really talk about that without just taking a bit of a snapshot of where we're at at the moment. So how has it been for you? It's been a really challenging time. You've been closed down. You've been open again. You've been shut again. It's really tough. How has it been for you through those lockdown periods?Michelle Emerson: It's been challenging. I think there wouldn't be a single organisation in the sector that wouldn't say that, you can't use the word unprecedented because it's overused now, but this has been something that is off the scale. And nobody could have predicted or planned for, perhaps, more so than putting something away for a rainy day kind of thing.Michelle Emerson: And in fact, Eureka! has been in an unusual position through this in that we are known as a museum. We have museum in the title, like we've just discussed, but we are not, for funding purposes, able to apply for any of the support for museums. Because we are not a collections-based organisation. We're not a heritage-based organisation, although we do have heritage assets to look after on our sites. That's just an accident of geography, really.Michelle Emerson: But we have found ourselves ineligible to apply for a lot of supports. But saying that, the furlough and the business support has been absolutely crucial to supporting us over the last 12 months. And it has made a massive difference to how we see the future. We are now looking at not being able to open until the end of May, which misses some key dates in the diary for us, as it does for everybody else. But we're confident that when we do reopen we'll have a successful summer. And that we'll be able to re-engage, and depend on our loyal visitors, really, and the people in the North of England that know and love us, to come back. And it was incredible. As soon as the announcements were made about potential reopening dates a week or so ago, the number of people contacting us asking, "When can we come? When are you open bookings? When will tickets be available?" It was just phenomenal.Michelle Emerson: And it's so reassuring. It's lovely to have a whole bunch of people out there, families out there that are desperate. Their kids are asking when can we go back to Eureka!? And that is a lovely position to be in. And we're very grateful for that. And we will do our very best to get open as soon as possible, and to provide those lovely experiences. People, families are going to need it more than ever.Kelly Molson: Oh, for sure. People are desperate for experiences. We've been shut away in these four walls for such a long time. I do think that there's going to be a huge resurgence in experiences and people wanting to visit attractions. But I think you noticed that last summer. You said about your loyal visitors. You have an annual pass scheme at Eureka!, which is incredibly good value. And I think when you opened again last summer, you were practically sold out every single day, weren't you? The time slots were booked. And the people that were wanting to come back, it was pretty overwhelming, wasn't it? But fabulous.Michelle Emerson: Yeah, it was. It was unknown. Eureka! have never operated a pre-booking system. It is an annual pass model. So people have their free tickets that they can come back as many times as they want within the year. They don't need to pre-book that. There's no exclusions. They can come by holidays, half-term holidays, whatever. And we've been operating Eureka! for 28 years. So we know average to patterns very well. We know what difference the weather makes, and all those things, that we can predict at the beginning of the day what the day's going to be like. We've never done a pre-booking or pre-ticketing system. And so that was an unknown. And obviously, the caps on the number of people able to visit every day are lower than they would have been previously.Michelle Emerson: So to sell out felt great, although we were still a long way below the numbers that would have come pre-COVID on that particular day, and with those particular conditions and so on. But it's hugely reassuring. The difficulty being, really, that we have to ensure that financially repeat visitors on free tickets aren't outweighing the new visitors who are buying their annual pass for the first time. And cultivating that new audience that we need to come through the doors every year to ensure that, financially, ticket sales and admissions are still our key source of income.Michelle Emerson: So yes, it's a balancing act. But we were absolutely thrilled. And so reassured that all the work that we put in before opening last summer to making sure things were safe for visitors and to making sure the ticketing system works and all the admin behind that worked and that people were going to have a stress-free experience, rather than imagining it's all very restricted and not everything's open. And it was all one-way systems and all the rest of it. We got the balance right, we feel. And visitors reported back that we got the balance right on that.Kelly Molson: Yeah.Michelle Emerson: It'll be interesting to see how we need to tweak that and change that going forward. And it's too early to make plans, really, it feels at the moment. Because we just don't know what it's going to look like, even at the end of May. Even though it's nice to have a date to it, too, but-Kelly Molson: Yeah. That must feel really good that there is something to be working towards. It's been so long that you've just been in the, "Well, we just don't know, we can't plan for anything. It might be a couple of weeks. It might be another three months." But yeah, it must be really good to have that.Michelle Emerson: Getting your front-of-house-staff team back on board after such a long time away, get retraining, re-engaging, re-motivating and all that stuff. You don't want to do that in two weeks prior to an opening date, and then that date be shifted. And then have to do it again six weeks later. It's very difficult to make sure that everything that you're doing is in the best timeline possible when you don't know what the end result is, what the end date is going to be. So yeah. But well pleased to have a date.Kelly Molson: Good. Lots of positives to work towards. My observations from what you did brilliantly is that as an organisation, you reacted really quickly to what the situation was happening last year. So what was lovely to see is how much effort you were putting into actually engaging with your audience whilst the audience couldn't actually visit the attraction. So there were some really brilliant things that you did. You already had an online shop. So you could already encourage people to buy gift certificates or make donations when they couldn't visit the centre. So that was a real positive.Kelly Molson: But what I loved was the Eureka! At Home section. We threw that up really quickly, but there's loads of parents and kids. And they're stuck at home. We do all of these fun things. Let's make it a recorded video series, and they can still engage with those fun things. And I think there was videos where people could make their own lava lamp and their own slime, and God knows what else. But it was brilliant. And I just thought, yeah. It's so great that you've done that so quickly, and been able to almost keep your audience engaged with what the ethos of what Eureka! is all about if they, even if they couldn't come.Michelle Emerson: Yeah. I think there were a couple of really nice outcomes from that. Obviously, the audience engaged and really got something out of those activities. They're all still there. So they're accessible to anybody who wants them at any time. But it gave our front-of-house team something to do in that initial few months where we were all very, very unsure of what was happening and what was going on, how long was it going to last for? And we just basically sent a call out to our enablers saying, "Here's the challenge guys. What can you do from your living room or your kitchen table?"Michelle Emerson: And they came back with a wonderful variety of things from storytelling to little chemistry experiments to drama activities and so on. And that was what we curated into our Eureka! At Home thing.Michelle Emerson: And the other nice thing to come out of that was that we work with a number of freelancers, freelance entertainers and children's activity providers, for our main holiday periods where we layer on lots of additional events. And a handful of those are very local to us here. And obviously, their workstreams have dried up completely. And we were able to employ them to create content for us, which we shared on our platforms, obviously, which enabled them to have a little bit of an income stream as well back at the beginning. And I know they were very, very pleased to be involved with that as well. And it felt like the right partnership to forge ahead with at the time. And we got some lovely results out of it, as well as some fabulous, crazy science.Kelly Molson: They stepped up, didn't they, the enablers? [crosstalk 00:24:22]Michelle Emerson: And some amazing music and stories from Gakko, from Ian Douglas. And it was just wonderful stuff that they created in their living rooms and garages and whatever. And it was really lovely that they were able to do that for us. And we were able to support them in giving them little bits of freelance work to do.Kelly Molson: Yeah. We'll pop the link to Eureka! At Home in the show notes. Because, like Michelle said, that the content that is up there is really phenomenal, though kids are back at school. But look, there is so much good stuff in there. You will keep them amused for hours during the holidays. Trust me. So we'll put that in the show notes. This brings me to something really exciting for Eureka! So Eureka at the moment is based in Halifax, a beautiful town. And there's going to be a second Eureka!, isn't there? And this is super, super exciting. So there's going to be Eureka! Mersey. It's going to be a cutting-edge, 21st-century science and discovery centre.Kelly Molson: I'm really excited. Tell us about it. Tell us where should we start talking about it?Michelle Emerson: Well, just make that noise again. That was great.Kelly Molson: Urgh!Michelle Emerson: So yeah. So Eureka! Mersey, the second Eureka in the UK. We are aiming and on schedule to be opening in summer 2022. So this is a project that has been in development for a long time. 2014 is when we started discussing it in earnest, really. And there has been, since then, a program of, as you would imagine, the feasibility work and all those sorts of research aspects that you need to do right back in the beginning. And moving forward into fundraising capital campaigns and very in-depth process of co-creation with local children and stakeholders. So that's been ongoing for a number of years now, and has resulted to the shape of the experience as it is now, where we're at the point of contracting fabricators and exhibition designers and developers to actually deliver what the children have come up with to be the content of Eureka! Mersey. So yeah.Kelly Molson: This is what I love about the development is that this co-creation process has been so incredibly engaging. I've been watching it unfold on your Twitter account and seeing all of the projects that you've been getting the children involved with that. That must have been so much fun to be able to say, "What do you want? What do you need? And how do we make this happen?"Michelle Emerson: Yes. You don't start with a blank piece of paper necessarily. Because one of the reasons why opening Eureka in Merseyside, in Wirral, is an exciting project for Eureka!, is that everything else falls into line. So the combined authority and the [inaudible 00:27:41] city region have been incredibly supportive right from the beginning. And their regional development plans and their focus and that energy and their drive and their money is being put behind a key set of themes. All of which we are able to demonstrate that we can deliver outcomes against with opening the new science and discovery center for young people. So we know the themes and the industry in the area and the pathways to work that will be created through engagement with children at that young age that will be beneficial for the region as a whole.Michelle Emerson: And so working within those sorts of parameters, we're able to then go out to schools and youth centres and young people in the area and say, "This is going to be your space. This is going to be about you. It's going to be about your futures and what you want to achieve, and what you want to see. And the industry that's around you, and the opportunities that are around you," which for many of them were unknown, "how do we engage you? How do we get you to take your first steps?" Or maybe kids who were more engaged to take the further steps into developing that their knowledge and their experience and their passion for these things that can open up lots and lots of doors for them in the future. So the co-creation has been incredible in delivering some of those things.Michelle Emerson: It's all done with the very Eureka! expertise and hat on. Obviously, the experience will be delivered in a very Eureka! way. It's all fun and humour and surprise and excitement. But it is more so topics that children in the age range of six to 14, so older than we engage within Halifax, we'll be thinking about, will be exploring. Climate change being one of the big ones that all kids of that age are really engaged with at the moment. And rightly so. And what do they see their place in the future in that sphere being? And what can they do? And what should they be doing? And what can they encourage other people to do? And so on. So there's those sorts of things that you're trying to unravel with children who maybe have very little engagement at school. They have families with multi-generational unemployment. What can we do with and for them to improve some of their life chances?Michelle Emerson: And that's another one of the reasons why Eureka! is being located in Wirral, an area with a number of multiple deprivations in the local communities. Which is one of our strategic aims, is to reach those families. We are very lucky in Halifax in that 20% of our audience comes from very disadvantaged postcodes, and yet they still want to engage with us. We might be the only visitor attraction or museum or cultural engagement that they have in their lives, especially in their young lives. And that is something that we really want to continue to provide with the new Eureka! in Wirral, is to make sure we're reaching the people that can really benefit.Kelly Molson: Yeah. I'm assuming it will have the same ethos as Eureka! Halifax in that it will be learning through play and experiments and that thing. So it will be very hands-on centred.Michelle Emerson: It's all hands-on, I would say. The older age range in Eureka! Mersey, so the target audience, is slightly older. And therefore, the play will be slightly different. But it is that same ethos in that you won't walk into Eureka! and be confronted with a panel of text that tells you something about A, B, or C. It won't be like that. You will get a chance to explore, discover, experiment, push buttons, pull things, do some digital gameplay or coding. There's a whole variety of things that are appropriate for that age range that will be akin to how they want to learn and how they want to engage and how they want to spend a fun afternoon with their family or their friends or whoever.Kelly Molson: I guess the exact specifics are under lock and key at the moment, aren't they, Michelle? You can't give us any snippets into what's going to be?Michelle Emerson: It's not exactly under lock and key, but we will be starting to reveal some of the content from April this year onwards. And we'll be building our new websites and so on over the course of this year. Obviously, there is a website there at the moment that talks a lot about the [inaudible 00:32:36] process and a lot of our partners and funders and so on, and the involvement of local companies and organisations in getting us to the point that we're at now, which has been incredibly valuable in supporting the work that we've done. So all of that stuff sits on the website, the Eureka! Mersey website at the moment. And we'll be doing a lot of work in starting to reveal some of the exciting content.Kelly Molson: We'll put all of the links to that website in the show notes because you are definitely going to want to go and have a little look and see how the site is developed so far. And I am definitely going to be checking in after April to find out what's coming next. Because I can't wait to come and visit.Kelly Molson: Michelle, thank you. I think this is such a positive, not only for Eureka!, not only for all of you that work there but for the industry itself. To know that there are these wonderful new attractions coming and that they can do such amazing things for the local communities that they're involved with as well. So thank you for sharing all of that today. I really appreciate it.Kelly Molson: We always end the podcast by asking for a book recommendation from our guests. So I used to say something that's helped develop your career in some way. But now, I think it's just a book that you really love that you'd like to share with the visitors, with our listeners, even. So it doesn't need to be career-focused. Can be whatever you like.Michelle Emerson: Okay. So I do read a lot. I am an avid reader. And I guess I read more for pleasure than I do for work. But I would say that the book I go back to more often than others is a book called Blueback, which is written by an Australian author called Tim Winton. It's a short book. It's a good Sunday afternoon book, if you've got nothing else to do. It's less than a hundred pages. And it's probably described as a modern fable. But it's about a young boy, and it sounds a bit strange, but his relationship with a fish. And what that slightly magical relationship results in him developing a passion for the sea, and his future passion for conservation and looking after the ocean nearby where he lives in Australia. So Tim Winton has written a lot of lovely, lovely books. And that one is probably my favourite.Kelly Molson: That feels like a really fitting book for what we've just talked about. A perfect fit for engaging with something, and it becoming your passion in later life. I love that.Kelly Molson: So as ever, if you would like to win a copy of that book, if you head over to our Twitter account and you retweet this show announcement with the words, "I want Michelle's book," then you will be in with a chance of winning it.Kelly Molson: Michelle, thank you so much for coming on and sharing today. I honestly can't get the picture of Michelle's Crocs and socks out of my head. So I might ask her permission to see if we can... Oh, she's giving us a little flash. Oh, look!Michelle Emerson: No socks today.Kelly Molson: Oh, listeners. You have to head over to our YouTube channel so that you can see that, and not just hear me cackling about it. I was going to ask Michelle if she'd give me permission to share the photo that she sent me a few weeks ago. But she's done it for me. So-Michelle Emerson: That's the real deal, though. You see, that photo had socks.Kelly Molson: I might share that on our Twitter account. Michelle, thank you so much for joining us today. I really appreciate. It's been lovely to have you on.Michelle Emerson: It's been a pleasure, Kelly. Sorry, it's taken me so long to agree.Kelly Molson: Thanks for listening to Skip the Queue. If you've enjoyed this podcast, please leave us a five-star review. It really helps others find us. And remember to follow us on Twitter for your chance to win the books that have been mentioned. Skip the Queue is brought to you by Rubber Cheese, a digital agency that builds remarkable systems and websites for attractions that helps them increase their visitor numbers. You can find show notes and transcriptions from this episode and more over on our website, rubbercheese.com/podcast.

Bubblegum and Coca-Cola! A dramatic reading from a candystriper novel! So many bubblegum songs teach us to count! A double bubble from the Bay City Rollers! So much groovy bubblegum pop from The Ohio Express, The DeFranco Family, The Monkees, The American Breed, Paul Davis, Ricky Segall and The Segalls, The Vocal Majority, Tri-Cycle, The Brady Bunch, The New Seekers, The Gloomys, ABBA, Aleesia, and April and Ian Douglas!

William (Bill) Keith, author of over 100 books, joins the podcast for a second time. Most listeners will remember him from S1 E13. For fans of Ian Douglas, Robert Cain, H. Jay Riker, and of course, William H. Keith will want to listen to this episode to get to know a little more about the man behind so many well-loved books.To learn more about Bill and his work, visit his website HERE and the Harper Voyager link for him HERE.

Ian Douglas of Wells, B.C. tells us why he's hopeful for the future of a major new mine site in the community.

It is 1954 and we review the latest Ian Fleming James Bond 007 spy novel, Live and Let Die. With David Craggs, Ian Douglas and Shane Whaley

Robert Martinez, CEO and Founder of Rockstar Capital, and Ian Douglas, Director of Operations at Rockstar Capital, sat down with us to discuss multifamily trends, innovations and insight as they see it in their business in a Covid and POST Covid world.

On this episode Robert Martinez and Ian Douglas feature on the Solutions by Southwest Utility podcast, hosted by Caroline Ferguson, to talk about how they got started in multifamily management, multifamily investing, Rockstar's next innovations, and how Covid-19 is affecting the multifamily industry. . . Follow me on social media: l.eadme/theapartmentrockstar . . theapartmentrockstar.com Rockstar-capital.com Our offerings under rule 506 C are for accredited investors only. For our anticipated Regulation A offering, until such time that the Offering Statement is qualified by the SEC, no money or consideration is being solicited, and if sent in response prior to qualification, such money will not be accepted. No offer to buy the securities can be accepted and no part of the purchase price can be received until the offering statement is qualified. Any offer may be withdrawn or revoked, without obligation or commitment of any kind, at any time before notice of its acceptance given after the qualification date. A person's indication of interest involves no obligation or commitment of any kind. Learn more about your ad choices. Visit megaphone.fm/adchoices

Interview with Bill Keith, the man behind the pen name Ian Douglas, among others. Bill is the author of over 100 books. In this episode, we discuss world building for multiple different books, what it looks like to have so many pen names, and of course, his newest novel, Alien Secrets. To learn more about Bill’s writing, check out his website HERE. You can also learn more at the wikipedia page for him and Harper Voyager's page for Ian Douglas. Like the podcast? Please donate to keep it going at Buy me a Coffee. Thank you!* Links in these show notes may be affiliate links. I may make a small percentage from your purchase. I would always want you to buy from a local, independent store, but if you are looking to use Amazon, I would appreciate you considering my links. Thank you!

A Sermon for the Fourth Sunday after Pentecost Our bishop diocesan, the Right Rev'd Ian Douglas, joins us virtually to preach an incredibly relevant message for the Church in this time.

Cardiff North's Site Pastor, Ian Douglas, continues our series in the book of James entitled Real Faith. Across the series we'll be looking at what it means to have Real Faith and how Real Faith outworks in our lives. Today, he looks at the often misunderstood passage in James 2 that deals with faith and works.

Ian Douglas, The Old School Expert, is BACK to talk about Phase 4 of the MCU, The X-Men, and how

We met Ian back at SDCC 2017 and finally got him back on to talk about Yu-Gi-Oh! Ian is a

Ian unpacked Galatians 3 & 4 and the importance of moving from slavery to sonship in order for us to live free.

On Sunday, Ian unpacked a verse that's often heard at this time of year (Isaiah 9:6). Acknowledging that this is a big week for our nation, in the lead up to another general election, he used this verse to remind us about the true meaning of Christmas – that a child was born, a son was given, and we have a king who reigns.

On Sunday, Ian continued our We Believe series looking at what we believe about the Holy Spirit - who He is, what He does and how we can learn to walk in step with Him.

On Sunday, Ian finished our series in Nehemiah. He invited us to consider what the story of Nehemiah is ultimately pointing us to and explained what he thinks is the most important lesson it teaches us about restoring the city.

Ian kicked off our new series in the book of Nehemiah, looking at what it means to be burdened for the city. He looked at Nehemiah's prayer and explored why we pray, who we pray to and what we're to pray for.

On Sunday, Ian continued our Kingdom Carriers series, preaching from 1 Peter 3:15 where he explored what it looks like to proclaim the Kingdom wherever we go. He said we must live in such a way that causes people to ask questions, embrace opportunities to share our stories and finally be prepared to give an answer to all who ask.

On Sunday, Ian continued our Kingdom Carriers series, preaching from 1 Peter 3:15 where he explored what it looks like to proclaim the Kingdom wherever we go. He said we must live in such a way that causes people to ask questions, embrace opportunities to share our stories and finally be prepared to give an answer to all who ask.

Ian unpacked The Lord's Prayer (Matthew 6:5-10) to see what Jesus teaches us about the importance of developing a close relationship with God in prayer and how this is linked to our authority as Kingdom Carriers.

We sit down with career drummer and musician Ian Douglas to talk...wait for it...all things music.

What is Christian Mission and how do we do it? As Ian Douglas explains, the focus has now changed - from the Church's mission to God's mission. In this course, Douglas unpacks this idea in four presentations: Introduction Discovering God's Mission Baptism Participating in Mission

On Sunday, Ian continued our Truth series looking at Gospel Identity. He unpacked John 8:30-35 and looked at the different ways that people respond to the truth that is found in Jesus. He also spoke about the freedom that comes when we know the truth about our Gospel Identity. The gospel isn't just about what we're set free FROM, it is also about what we are set free FOR.

Every 7-8 years, one million Americans are killed or injured by firearms in a country that has nearly more guns than people. There were 14 mass shootings during the Obama presidency alone and while 90% of Americans are in favor of gun control measures, state legislatures continue to make guns easier to acquire and carry. These facts are of grave concern to most Christians, including Episcopal Bishops Eugene Sutton and Ian Douglas who believe Christians can do more. They are founding members of Bishops United Against Gun Violence.and have spoken and written extensively on this subject. In this episode, hear these gifted speakers address these topics: The Unholy Trinity with Eugene Sutton Violence and the Bible with Eugene Sutton A Theology for Challenging Gun Violence with Ian Douglas Christian Responsibility with Ian Douglas

James Bond is Back! It has been some time since we dedicated a whole episode to Britain's not so secret agent. Today we rectify that with a long overdue chat with the men behind what I consider to be one of THE best James Bond Facebook Groups -The Hildebrand Group It has been ages since we dedicated an entire episode to James Bond, today he is back on the agenda on the Spybrary Spy Podcast! On this episode of the Spybrary Spy Podcast Host Shane Whaley is joined by Hildebrand Group Founders, Alex Moir, Ian Douglas and Scott Everritt. They reveal what makes The Hildebrand James Bond Facebook Group so special and why you should consider joining. They explain that the group is a safe house for those who love the books of Ian Fleming as well as the movies. They offer a safe haven for those who just prefer the books of Fleming or those who just enjoy the 007 movies.

On Sunday, Ian continued our Grace-Filled Community Series. He looked at how we should not only view people as Jesus views them, but also go on to treat people as Jesus treated them. He used Colossians 3 as a model for how we should do this, clothing ourselves in a new wardrobe. “Therefore, as God's chosen people, holy and dearly loved, clothe yourselves with compassion, kindness, humility, gentleness and patience.”

On Sunday, Ian continued our 'Summer in the Psalms' series. He explored Psalm 127, a 'psalm of trust', reminding us that God is in control and encouraging us to rely on Him rather than our own strength. He suggests that the best way to do this is to partner with God in all things.

On Sunday, Ian introduced our exciting new series ‘Hearing from God'. We believe that God still loves to speaks to us today, and Ian looked at why; why God wants to speak to us and why it is important for us to hear His voice. He unpacked John 10:27, 'My sheep listen to my voice; I know them, and they follow me.'

As we approach Easter and reflect on this season, we are looking at being Captivated by Jesus. On Sunday Ian spoke about the significance of Jesus entering Jerusalem on Palm Sunday as this was the very same day that the Jewish people had been selecting their passover lambs for generations. Jesus was the true sacrificial lamb. A lamb without defect. The perfect sacrifice.

Ian Douglas joins host Victoria Vasys for a remote episode- live at Stream (GetStream.io)! Ian is Developer Relations Lead at Stream & Turing's very own career coach mentor. Ian has been working with Turing students for about 3 years, helping to refine resumés, mentoring, conducting mock interviews & now even training Turing graduates to run their own mock interviews. We discuss effective resumé writing, what to expect in the mock interview process, what to do if you freeze-up during an interview, why white-boarding as an interview standard should die, networking, how to know if a company is right for you, and much more. Thanks to Ian for hosting us at Stream, taking the time to chat, and gifting us some sweet swag (see Victoria for a free shirt before they run out!). And thanks to Kevin MacLeod of Icompetech for the lovely tunes he shares royalty-free.  Enjoy the show & as always, leave some feedback on Twitter @turingpodcast or shoot us an email at turingpodcast@gmail.com. Cheers.

This is Movement Research Studies Project: Dance and Music Now With Panelists: Douglas Dunn & Steven Taylor, Melanie Maar & Kenta Nagai, Edisa Weeks & Katie Down  October 7, 2014 at Gibney Dance Center 890 Broadway proposed and moderated by Philip Ellis Foster  Musicians and dancers have a long and storied relationship with one another, from traditional forms that wed music and dance to narrative storytelling, to orchestral ballets, and on to Cage and Cunningham collaborations. This evening explored the multifaceted ways artists are addressing this relationship today, with a focus on musicians that perform live with dancers and movement-based performance work. Artists discussed and examined their various dynamic approaches to collaboration between and across these fields. Photo: Kenta Nagai and Melanie Maar by Ian Douglas  

Professor Ian Douglas talks to Professor Jerry Wellington about his experiences as a research supervisor.

Coming Up Fact: Graphic Fan by Fred Himebaugh 01:00 Main Fiction: The Johnson Maneuver by Ian Douglas 14:25 Fact: Science News by J.J. Campanella 01:01:00 First Chapters: A Jar of Wasps by Luis Villazon 01:23:00 Narrators: Scott Couchman Armored See acast.com/privacy for privacy and opt-out information.

Tripod Podcast Episode 6(9MB)Featuring a further four readings from the recent Showcase from Nottingham Trent University's Creative Writing MA students:- Misconception, by Lauren Olson- from: The Failed Defence of La Remise, by Vicky Joynson- Requiem for my Mum, by Ian Douglas- from: Face to Face With Myself, by Julia PirieAll four readings can be seen in 3D/07, the new Showcase publication from Laundrette Books, available in bookshops now.